I have had several supervisors during my work history and I found that each of them had very different management styles. Some were really easy to deal with and seemed to want you to succeed, while others not so much. So I was interested in researching different leadership styles and was surprised that there were so many. This has really given me a greater understanding of different leadership styles and which ones work best based on the work environment. “The basic definition of leadership is leading a group of people toward a common goal” (Martin, 2015). “Leadership styles were first defined in 1939 by a group of researchers led by psychologist Kurt Lewin” (Martin, 2015). They concluded that there were three different types of leadership styles: autocratic, democratic, and laissez-faire. The study and research on leadership skills only began about seventy-five years ago, which is considered relatively new in the research world. This research was the first to consider that leadership skills can be taught and learned and are not born with them. Over the years many additional studies have been completed which have brought to light numerous other leadership styles as follows: • Laissez-faire – Non-intervention style, trusts others to keep their word, requires low control. • Autocratic – High control over employees.• Democratic – Used in rapidly changing environments, offers flexibility in how best to complete tasks.• Participative – Medium control over employees.• Cross-cultural – Leadership styles in different cultures.• Innovative – Succeeds to see what isn't working and brings new thinking and actions.• Command and control - Follows the rules and expects the same from them... middle of paper... from the past and never stops improving their skills and abilities of leadership to create better performing employees. “It is how the supervisor uses them that determines success or failure” (Blanken, 2016). Supervisors have a huge impact on employee retention and turnover, so developing better supervisors is a great management strategy. “Creating a climate of respect, fairness, and trust can positively influence employee morale, reduce their stress, increase their commitment to the organization and their supervisors, and improve their performance” (Pearson, 2010, p. 360 ). “Quality leadership adapts and adapts to their surroundings and understands what styles would be most effective in their work environment. If a supervisor can transition from one leadership style to another to produce effective results, he or she turns the art of leadership into a science” (Goleman, 2000).