Every manager has a different management style, but there are some commonalities when it comes to what makes a good leader. The renowned leadership expert Warren Bennis wrote in his book On Becoming A Leader that “there are no right answers to any question about leadership.” But that doesn’t mean every management style works for every situation. In this article, we’ll explore seven different types of management styles that can help you understand your own strengths—and weaknesses—as a manager so you can use them to your advantage.
The first management style is the autocratic. This is when you set the rules and don’t ask for input or feedback from your team members. You may have been in this position as an employee at some point, but it’s unlikely to be a good fit for you as a manager.
The pros of this style are that it’s fast-paced and efficient–you get things done quickly because there isn’t any back-and-forth between you and your team members about how something should be done or who should do it. The cons are obvious: no one likes being told what to do without being asked their opinion first! It also puts strain on relationships between managers and employees if they feel like they’re not being listened to or respected by their manager (even if those feelings aren’t real).
2. Command and Control
Command and control management style is a top-down approach. The manager gives direction and information to team members, who then follow the manager’s direction. Team members have little autonomy in this kind of environment, as they are evaluated on their performance rather than input or ideas. The command-and-control style discourages suggestions from employees because it assumes that the manager knows best how things should be done (or at least has enough experience).
The delegative style is one of the most common management styles, and it’s used for routine tasks that require a high level of skill. A manager using this style will delegate authority to employees and allow them to make decisions on their own.
This is a great way for managers who are new at their jobs or have little experience with their team members to learn how they work best, as well as what motivates them in terms of compensation and rewards.
While you’re the leader, you also listen to your team. You encourage them to contribute ideas and opinions, and you’re open to changing your mind if they make a convincing argument. You let the team decide how they want to tackle problems or approach projects–you know that by giving them some autonomy over their work, they’ll feel more invested in it.
When someone on your team has an idea for something new or different, instead of resisting change as many managers would do (or simply ignoring it), you listen carefully and consider whether there’s merit behind their suggestion before proceeding with caution and care.
5. Laissez Faire
Laissez-faire, or “leave it alone,” is a management style that involves the manager leaving their team to do their work without interference. The manager is involved in setting goals and objectives but does not get involved in day-to-day operations. This can be beneficial for both parties because it allows employees to be creative and independent, while giving managers time for other tasks that need attention.
In laissez faire environments, decision making is delegated as much as possible down through the ranks so that everyone on staff has some responsibility for making decisions related to their role within the company (e.g., choosing vendors).
Consultative managers are good at listening to their employees. This style is characterized by an open-minded, collaborative approach to decision-making and problem solving. Consultative managers don’t make decisions without consulting the team first; they seek input from everyone involved in order to ensure that everyone’s voice is heard. They also encourage their employees to share new ideas or opinions with them, recognizing that this can lead to better outcomes than if one person were left alone in charge of all decisions made by others without any input from those being managed.
The permissive style is a very hands-off approach. The manager doesn’t do much, and the team is left to do its own thing. This style can be effective for small teams with a lot of autonomy, but it can also lead to confusion and disorganization when applied to larger groups.
The management style you choose matters for your team
- How the management style affects your team:
Your employees are people, and they’re all different. Some need more guidance, while others are self-starters who can figure things out on their own. When you adopt a management style that matches your employee’s needs, you’ll see better results from them in terms of productivity and engagement.
- How the management style affects you:
Managing people is hard work! It takes time to get good at it–and even then, there will still be times when things go wrong or mistakes happen (because no one’s perfect). If you choose a style that works well with your personality and strengths as an individual manager but isn’t necessarily aligned with your personal values or preferred way of working through problems, then this could lead to burnout over time because it won’t necessarily make sense for how YOU operate as a person outside of work hours either!
There are many different management styles out there, and each of them has its pros and cons. In the end, it all comes down to what works best for you and your team. If you want some guidance on how to choose a style that fits your needs, then check out our article on how to select a management style today!