As people change careers and positions, everyone will come into contact with a variety of personality types. Think back to the management that you’ve experienced in the past. Surely some of them you think of more fondly than others. We’ve all had “good” bosses, and we’ve all had ones that were not that great, and sometimes downright bad. Some management styles encourage more growth for employees. Leadership style isn’t necessarily good or bad, but more specifically depends on the task or requirements at hand and the people they manage.
Directive Management Style
A Directive management style is when leadership demands immediate compliance of the employees. This micromanaging boss gives out direction and specifics on how each task should be done, and expects perfection in the results. Any deviation from the requirements could result in threats or discipline. This management style is all too common in the workplace, and can greatly reduce employee satisfaction and increases employee turnover. The only time this management style is recommended is during a crisis.
Authoritative Management Style
Often confused with Directive, an Authoritative management style can be very effective when clear standards and direction are necessary to complete the job at hand and when the leadership is credible and knowledgeable. This manager motivates by persuasion and feedback and is generally considered “firm but fair.” Not all employees benefit from this management style, especially those that are underdeveloped or when used by leaders that are not knowledgeable or respected in their field.
Affiliative Management Style
This manager is focused on creating harmony in the workplace and between employees and departments. Often avoiding conflict, this leadership role places people’s needs above the work requirements. They often motivate by keeping those around them happy. For simple tasks and routine requirements, this type of management style can be effective. However, it falls short when work performance needs to be improved or when there is a crisis. This management style works best when combined with other styles.
Democratic Management Style
This management style is also referred to as the Participative style, focused on creating a consensus and commitment to goals among the employees. In this work environment, all employees have a say and are motivated by the team effort and by feeling valued. In work environments where teams are working effectively, this management style can be very beneficial.
Coaching Management Style
This developmental management style helps and encourages employees to develop their strengths. The coaching style is effective in environments where employees are motivated and looking to further develop their skills or education. This style of management can help improve workplace performance when the employees are interested.
These management styles are not limited, and many leaders may utilize different management styles based on the employees, requirements, and specifics of the situation. Learning how to adjust how to manage each group of individuals is a key component to what makes a truly successful leader.