When you have to choose which direction to lead your department, which city to move to or what your next career move will be, you have to make decisions. When you lead a team, family or even yourself, what style of decision-making do you use? Do you make the decision by yourself, hold a vote, involve everyone, gather input and then make the call, or defer the decision to someone else? Knowing your decision-making style will help you know when to change it if you find yourself in new territory.

Take a moment to browse these five decision-making styles, and their pros and cons, to help you be equipped to make your next key decision.

1. "My Way or the Highway" (Autocratic)

This style happens when one person-usually the leader-makes the decision alone. No questions are asked of employees, and their input is not requested. The leader takes full responsibility, whether the outcome is positive or negative.

Pros: A definite decision can be made quickly with no arguments. This style works well in confidential matters, for example, when an employee is caught stealing technology equipment. It's also effective in emergencies when a leader needs to clearly say, "Here's what we're doing. Now!"

Cons: When a leader uses this style in the day-to-day workings of a group or organization, people tend to become resentful and might even rebel. They hear a command and don't follow through. Also, when a poor decision is made, talk circulates and employees say, "I could have done a better job..." The leader's credibility weakens, while morale goes down.

2. "Let's Take a Vote" (Democratic)

With this style, rather than holding all the control in a decision, the leader passes it to the group for a vote. Whatever the majority (51 percent or more) decides determines the action. Each member in a particular group is given a yes/no vote on the matter.

Pros: With this style, decisions can still be made quite quickly. Participation and involvement increase with all or key members of the group, such as a board of directors. This style conveys a sense of fairness and the idea that every vote (or voice) counts.

Cons: The democratic style decreases responsibility-for everyone. The leader didn't make the decision and is less accountable. Also, if the outcome is negative, others can resist responsibility by saying, "I didn't vote for that. I thought it was a bad idea," and get people to rally to their side.

3. "We're in This Together" (Consensus)

In this style, the group as a whole decides what will be done. The leader completely hands over control, which means that the leader is not solely responsible-the entire group is. All group members must agree that they can at least live with the chosen direction.

Pros: Consensus creates buy-in and accountability from the entire team. People feel more committed, and their efforts tend to increase toward a collective outcome. Many ideas that lead to the final call can strengthen the decision.

Cons: This style can be a very slow process. Sometimes juries, for example, get deadlocked when using consensus to decide if a defendant is guilty or not guilty. Also, a single person can shut down a decision if he or she doesn't agree. This style tends to bring out the strong personalities in a group.

4. "Here, You Make the Call" (Delegation)

When a leader or business owner needs to free up time there's often room to delegate tasks and decisions to others. For example, if an employee has more expertise than you do in a specific area, such as building your website, it makes sense to let that person make the call.

Pros: This offers opportunities to empower employees and build their skills. Delegating conveys that you're willing to support and accept the other person's decision. This can uncover the knowledge of the group and invite fresh ideas.

Cons: The responsibility still falls on the leader even when it's been passed along. The person being delegated to needs to have the ability to make decisions and learn from the negative ones. This added responsibility overwhelms some less experienced people who need direction.

5. "Tell Me What You Think, Then I'll Decide" (Consultative)

Leaders using this style ask for ideas, suggestions, knowledge and different points of view, and this input is used to make the final decision. While team members influence the choice, the leader still holds the reins for the final call.

Pros: The leader reaches out to the team and promotes sharing of ideas and participation. The final decision is often enriched by the differing ideas and perspectives that surface. Greater clarity about the situation occurs, along with a stronger feeling of shared responsibility.

Cons: If not everyone is asked for input, some people may feel left out, as if they're not part of the club. Soliciting input from team members also takes time and energy. It's possible to ask the wrong people for input, and decisions can be tougher to make with too much input.

In reading the five decision-making styles, which one do you tend to use the most? Will you make decisions differently in the future, depending on the situation? Knowing your style-and changing it when necessary-can give you a boost in the workplace. Flexibility allows you to gather input when you need it, take a vote, reach consensus, make a fast call yourself, or pass the decision on to a trusted team member. Always keep the outcome you're trying to achieve in mind. It's up to you. How will you decide?