Examples of famous charismatic leaders include Bill Clinton, Martin Luther King, Jr., and Albert Einstein. A charismatic leadership style is a lot like a transformational leadership style because the leader uses enthusiastic measures to keep morale up with employees. They believe that when an employee has a positive, upbeat attitude, they will most likely be more productive. This is a very energetic technique that works well for outgoing people with a great sense of fun (i.e. Tony Little or Richard Simmons). This technique is great at making people want to move forward and have the ambition and courage to do so.
However, this technique can get dodgy if the leader believes in himself or herself more than he or she believes in the team. When a leader shows doubt with his or her employees, this can create the potential calamity of a company going under without that person’s leadership to guide it. The leader has something like a god complex. This is caused mainly because their followers feel that their success only exists with the help of the leader. They cannot accomplish their goals without the guidance of the leader. So when the leader loses motivation, moves on to another job, suffers an illness or personal setback, or is otherwise unable to be the cheerleader that peps up the rest of the team, the whole organization risks collapse.
This type of leadership style should only be used if you are willing to commit in the long term, but otherwise it should be avoided. Employees need to feel that they can withstand any adversity; therefore, this style is best used when you own the product/service or company, as you will definitely stick around until the end. This type of leadership is perfect for those who want to build trust with their employees. It is indicative of someone who understands and supports the goals of their subordinates. This type of leader will continuously assess the workplace and environment and form a strategy that works no matter what the risk is to them.
The benefits to this type of leadership style are that the employees are more dedicated and the decisions that are made are accepted more readily than those of other leadership styles when the leader’s decisions, whether conventional or unconventional, are accepted and implemented.