Published: 2023-08-07
Views: 295
Author: Contributor
Published in: Management

Being a good manager is similar to being a good person in general—it can be approached in countless ways.

To begin, two simple pieces of advice are leading by example and identifying and leveraging employees' strengths.

However, beyond these foundational principles, various theories and methodologies exist to help you become the best manager possible.

1. Visionary Management Style

Visionary managers communicate a purpose and direction that their employees believe in, motivating them to work hard toward executing the vision.

After setting the team's vision and strategy, visionary managers typically allow their employees to work autonomously as long as they remain productive.

Managers check in periodically to provide guidance or share new insights. This autonomy fosters a sense of ownership and satisfaction, enhancing team engagement and confidence.

2. Democratic Management Style

In democratic management, decisions are made through majority consensus. Managers value their team's diversity of ideas and actively involve employees in the decision-making process. Although managers have the final say, the team's input holds significant influence.

Encouraging employee participation makes them feel valued, boosts morale, and fosters a healthy, trusting relationship.

Additionally, involving employees in decision-making helps them align with the team's vision since they played a role in shaping it.

3. Transformational Management Style

Transformational managers are innovators who believe in continuous change and growth. They push their employees out of their comfort zones, helping them realize their capabilities.

This motivation drives employees to continuously raise the bar and improve team performance.

Transformational managers challenge and motivate their employees, supporting them throughout their growth journey.

As a result, employees under transformational leadership are dedicated, happy, and continuously striving for improvement.

4. Coaching Management Style

Similar to sports coaches, coaching managers focus on their employees' long-term professional development. They have a passion for teaching and enjoy witnessing their employees' growth.

These managers are patient with short-term failures as long as they serve as opportunities for learning and improvement.

Coaching managers motivate opportunities for professional development, such as promotions or increased responsibilities.

This approach fosters a culture of continuous learning and improvement, benefiting the team's overall performance.

5. Affiliative Management Approach

An affiliative manager places utmost importance on their employees. They aim to foster a happy and harmonious team environment and view themselves as an integral part of the team rather than a superior entity.

To resolve disputes, restore trust, and unify the team, especially during challenging times, affiliative managers leverage the strength of emotional bonds.

They display adaptability by modifying rules if it leads to a happier team atmosphere. If required, they are prepared to disregard or eliminate structures that impede the team's cohesion, such as rigid formal communication channels.

Management Styles to Avoid

1. Autocratic Management Style

Autocratic managers follow a top-down approach where decisions are made by those at the top of the hierarchy without collaboration or input from subordinates.

They expect immediate acceptance and execution of their directives, leaving no room for flexibility or employee feedback.

Autocratic managers tend to micromanage, monitoring their employees closely to ensure obedience and conformity, with financial success as their primary focus.

2. Servant Management Style

Servant managers prioritize their employees' well-being over task completion. While this approach fosters positive relationships, it may result in complacency as the performance takes a backseat.

These managers avoid confrontation and prioritize employee happiness, potentially leading to average or subpar work.

3. Laissez-Faire Management Style

Laissez-faire managers provide minimal guidance or intervention, expecting employees to perform without proactive support or check-ins.

Although employees enjoy autonomy, the absence of active managerial involvement may hinder growth and development.

Employees can seek guidance when needed, but the lack of proactive managerial engagement may limit their potential.

4. Transactional Management Style

Transactional managers use incentives and rewards, such as bonuses or stock options, to motivate employees to carry out their commands.

This approach creates an external focus on rewards rather than intrinsic motivation or passion for the team's mission.

Relying solely on external incentives may limit long-term engagement and intrinsic drive.

5. Pacesetting Leadership Style

The mantra of a pacesetting leader is "adhere to my instructions promptly and precisely." Driven by their ambition to surpass challenging targets, these leaders set demanding standards for their team.

This leadership approach can be effective if the team is highly driven; however, if the team members do not comprehend the leader's goals, they may fail to meet the expectations.

The pacesetting leadership style is geared towards pushing boundaries and is most effective when addressing significant challenges that require swift resolution with a competent team.

However, constantly maintaining high standards can potentially create a stressful atmosphere.

Effective Management Styles for a Thriving Team

Managing people is undoubtedly challenging, and we have all encountered terrible bosses at some point. However, it doesn't have to be this way.

By adopting the appropriate leadership styles and avoiding ineffective ones, you can effectively lead your team through both challenging and successful times.  

For effective workforce management, a leader must smoothly transition between various leadership styles.

Neither an overly strict boss who disregards suggestions nor an excessively laid-back leader who avoids taking initiative is desired by employees.

The optimal balance is struck when a leader is attuned to the work environment, understands its deficiencies, and discerns what it requires, allowing them to select a leadership style that most effectively accomplishes the set objectives.

I hope you have been able to discover something new by reading through this well-research article, however, don't forget to add your opinion in the comment box below