Coercive leadership is a style of management that relies on the authority, power, and sometimes intimidation by the leader to compel employees to follow orders or meet objectives.

The main characteristics of coercive leadership include…

• Authority and control – The leader uses their position of power to enforce rules and expectations. They expect immediate compliance from team members without question.
• Penalties for non-compliance – Employees who do not follow instructions or meet expectations may face punishments or negative consequences, which are often clearly outlined by the coercive leader.
• Limited autonomy for employees – Under coercive leadership, employees have little to no freedom to make decisions or act independently. The leader often micromanages tasks and decisions to ensure they are completed as directed.
• Focus on immediate results – Coercive leaders prioritize quick results and may sacrifice long-term goals, innovation, and employee development to achieve immediate objectives.
• Minimal input from team members – This leadership style does not typically value or seek input from employees. Decisions are made unilaterally by the leader.

Coercive leadership can be effective in crisis situations, where quick and decisive action is required, or in scenarios where strict compliance is necessary. It is generally considered to be a less desirable leadership style for most environments because it can lead to decreased employee morale, motivation, and satisfaction, as well as stifling creativity and innovation. It’s often contrasted with more participative or transformational leadership styles, which encourage collaboration, autonomy, and employee development.