What is paternalistic leadership? Types, traits & best practice

Want to be an effective leader? Let’s talk about paternalistic leadership.

This kind of leadership is like a parent-child relationship. The boss is the parent, and the workers are the children. The boss makes the decisions relating to areas of organizational change. They take care of the workers, but the workers must do what the boss says.

In this article, we’ll explain paternalistic leadership and its different types. Then, we will talk about its traits and how you can apply them. We’ll also discuss its good and bad points. 

What is paternalistic leadership?

Paternalistic leadership is a style where leaders act like parental figures. They take on a nurturing and protective role, treating employees like family. This style combines authority, support, and teamwork.

These types of leaders care about their team’s well-being. They offer guidance and support and may even make decisions for their employees. Their goal is to achieve common goals and create a friendly work environment.

What are the main types of paternalistic leadership?

The main types of paternalistic leadership are:

Benevolent leadership

Benevolent leadership is when a boss cares about the workers’ happiness and well-being. It’s often the best kind of paternalistic leadership.

These bosses make good choices that help their team. They have clear rules for judging workers, giving rewards, and dealing with problems, which makes workers feel comfortable sharing their ideas.

Benevolent bosses might also let workers make some decisions. But the boss is still in charge.

Autocratic leadership

Autocratic leadership gives leaders complete control over decisions. They receive little input from others in the organization. While they allow some employee input, they act more like authoritarian leaders. 

These leaders expect their followers to obey them. They track employees and always make the final decisions. This often makes paternal leaders poor listeners since they rarely use employee input.

Key features of this leadership style include limited input from others. It also considers a structured environment and defined rules and processes.

Moral leadership

Moral leadership is about the leader’s character and values. It focuses on how kind and respectful a leader is to employees, even though they are in charge. Moral leaders try not to misuse their power. 

The goal of moral leadership is to uplift those beneath them, not to show their authority. This means helping employees improve their skills and build their character.

What are the main traits of paternalistic leaders?

The main traits of typical paternalistic leaders are:

Autocratic decision-making

Paternalistic leadership involves making sole decisions as a leader. The focus is on what is best for employees. Leaders believe their experience gives them the skills to make the right choices.

Confidence

These types of leaders inspire confidence in their employees. Workers trust them to make decisions that focus on their well-being. True paternalistic leaders use fair and strong authority. They can base this on professional and moral values without personal agendas or biases.

Reward and punishment 

A paternalistic leader rewards employees who reach their goals and show loyalty. They may also punish those who do not meet expectations.

Effective communication

Good communication is important in paternalistic leadership. It helps leaders speak with both authority and care. This way, team members feel listened to and understood.

Empowerment

Paternal leaders focus on empowering their team. They aim to bring out the best in their employees rather than focusing on themselves. They use their authority to help and support their team. Their goal is to get the best from their employees in a caring way.

Organization

This type of leadership needs strong organizational skills. These skills help leaders plan well. They also help leaders set priorities and achieve their goals.

Compassion

Paternalistic leadership aims to make employees feel respected and comfortable. Leaders need empathy to understand their team’s feelings. Showing care when others face challenges builds trust and resilience.

Compassion helps form strong connections and reduces stress. Avoiding stereotypes encourages better communication. Being compassionate in your interactions helps prevent misunderstandings and builds stronger relationships.

Long-term view

Paternalistic leaders focus on stability. They work to build strong, lasting relationships with employees, which helps create loyalty and commitment. As a result, employees tend to stay with the company in the long term.

What are the best practices to apply paternalistic leadership?

The best practices that you need to apply paternalistic leadership include:

Encouraging open communication

Open communication means people can share their thoughts and ideas. In the workplace, this happens when you encourage employees to give feedback. This makes them feel valued, which can boost loyalty and employee productivity. 

Employees who feel respected communicate more openly. Showing respect means giving full attention and asking questions about their ideas. This shows you’re listening and valuing their input.

HR should create clear communication guidelines, such as when to email versus message or set office hours. These rules help paternalistic leaders set healthy boundaries.

HR can also help these leaders improve one-on-one meetings with the right tools. An online suggestion box for anonymous feedback reminds employees that their ideas matter, which can help them bring up issues they may not feel comfortable sharing.

Offering regular training to create more effective employees

Paternalistic leaders help create a safe work environment. HR teams need to provide leaders with tools to support positive behaviors. This can include training on empathetic conversations and sharing information about company resources. 

When leaders care about learning agility, it builds trust and respect and highlights the importance of professional development.

Busy schedules and short attention spans make learning at work challenging. That’s why microlearning is also an important training tool. Microlearning includes short lessons that last three to five minutes. It works well for simple training but not for complex skills.

Employee mentorship programs can also help with personal and professional growth. A good mentor can guide new employees in their careers and help them adjust to the company culture.

Creating a balance between autonomy and guidance 

Finding the right balance between independence and guidance is important in the workplace. Too much oversight from paternalistic leadership can hurt creativity and lower motivation. It can also lead to micromanagement. But, more guidance can create clarity and growth opportunities.

Building trust helps increase both independence and support. HR can help employees feel valued by giving leaders the tools to recognize their efforts. For instance, leaders should offer guidance but avoid micromanaging. 

Leaders must trust employees to complete their tasks. This can create a culture that values accountability. Regular check-ins help track progress and provide support.

Overcoming imbalance concerns by treating all employees fairly 

A paternalistic leadership style could state that leaders are unfair. For instance, if a leader promotes one person, others might feel they deserve it. 

To address this, paternal leaders should communicate openly about their decisions. They need to treat all employees fairly and show equal respect to everyone.

Leaders should also listen to their employees when they share ideas. This can help leaders gain new perspectives and improve their approach. Acknowledging and celebrating employees’ contributions also makes them feel appreciated. 

When leaders praise and reward their team members, it boosts employee morale. 

What are the benefits of paternalistic leadership?

The key benefits of paternalistic leadership are:

Improves employee productivity

Paternalistic leadership improves the employee experience. These leaders create a caring and supportive environment. This encourages teamwork, creativity, and a strong work ethic. 

Paternalistic leaders motivate their teams by focusing on employees’ well-being and providing guidance. This helps employees perform at their best and leads to the organization’s success.

Better job satisfaction

Paternal leaders listen to employees’ concerns with care and empathy. They consider this input when making decisions. These leaders also recognize employees’ efforts, like praising them in team meetings. 

This makes employees feel valued and respected, leading to better job satisfaction. When employees are happy, they are more likely to believe in the company’s mission and work harder to achieve their goals.

Offers stability

Paternalistic leaders create a friendly, family-like environment. This helps employees feel they belong and builds loyalty. These leaders protect and support their workers, offering both emotional and practical help. 

This makes employees feel valued and reduces employee attrition. Paternalistic leadership also provides stability. Employees know what to expect and understand the rules they need to follow.

What are the challenges of implementing paternalistic leadership?

The main challenges of implementing paternalistic leadership are that it:

Limits employee autonomy

Paternalistic leadership can limit employees’ independence. The leader usually makes decisions without much input from the team. 

Some employees may feel less empowered and unable to share their ideas or opinions. This can make them feel less involved in the decision-making process.

Offers an unfavorable work environment

Paternalistic leadership can lead to favoritism. Leaders might like workers who do jobs well, but they must be careful not to be unfair.

Treating all workers fairly is important for trust. If workers see favoritism, it can affect their desire to work and their collaboration. Being fair keeps the workplace positive.

Encourages dependence on the leader

Paternal leaders often make most business decisions, which can lead employees to rely on them for guidance. Workers may turn to these leaders for help with tasks and solving problems.

To build problem-solving skills, leaders can set clear expectations for tasks. While they may offer advice, leaders should show trust in their employees’ decisions. This encourages independence.

By expressing trust, leaders help workers feel more confident. This creates a positive work environment, and employees will feel empowered to make their own decisions and take on challenges.

Treat your employees like family to get better work from them

Understanding paternalistic leadership helps executives as it boosts their management skills. Unlike transactional leadership, paternalistic leadership takes a long-term view. This approach can motivate employees, making them more productive and loyal. As a result, it leads to better company performance.

Paternalistic leadership is useful in fields like healthcare, where support is important. During crises or changes, this style provides stability and guidance, helping employees handle uncertainty.

Leaders must understand their teams’ unique needs. They should adjust their style. Knowing the pros and cons of paternalistic leadership helps leaders improve their skills.