Authentic Leadership Style

It seems after careful analysis of literature the research presented in this paper points to authentic leadership as being the superior leadership style and is associated with the most positive outcomes. However this style of leadership is more so suited when used in correlation with other leadership styles i.e. transactional and charismatic and differs from the other leadership styles by possessing mechanisms of multiplicity. Charismatic and transactional leaders can be seen as authentic but authentic is not defined as being any one particular style of leader per se(Avolio & Gardner, 2005). Authentic leaders manifest themselves in different ways depending on their place in the world and the climate they are dealing with(Ms & Rita, 2011). Authentic leaders are
The appropriate leadership style to use is dependent on the changing climate of the organisation i.e. in a dynamic work environment, charismatic leadership is the preferred style for effective outcomes. Creative and innovative work is demanding, resource intensive and requiring a high level of persuasion. The tasks developed in this kind of work are uncertain, risky and involve unforeseen processes, and as a result, setbacks and disruptions are likely to occur. As innovative work is complex, it demands a leader that is able to be agile and adapt to the ever changing circumstances of a dynamic organisation (Paulsen et al., 2009). Therefore the requirements of leadership today necessitates a leader that is multifaceted, having the ability to switch and more importantly know when to switch between leadership styles to ultimately guide their organisation to long term sustainable success (Barbuto,