How to pick a people management style that suits you
How you decide to approach the duty is also critical, and with so many management styles out there, knowing which one to pick can be daunting.
You might find one management style that’s preferable over others, or you might take elements from all of them to form something that suits your needs. Some people choose different management styles because of their impact on employee morale, productivity and overall team success.
So, for the purposes of this article, we’ll be focusing on the definition of a management style, the different types, and how to choose the right one for you.
Quick links:
- What are management styles?
- Management styles explained</strong
- How to choose the best management style for you</strong
What are management styles?
Management styles are categories of leadership that managers adopt to maximise the potential of their team. This includes the way that a manager motivates, time-manages, and disciplines their team.
No management style is necessarily better than the other, and you, as a manager, might find yourself switching between management styles to get the best out of a particular team member. For example, some team members produce their best work when they’re left to it, and others might benefit from a more hands-on approach to management.
Why are management styles important?
Management styles are important because they give your team a consistent managerial approach they can work with. The consistency of a managerial style will help your team produce better work, feel more engaged with their work, and also be more inclined to progress through a structured professional development plan.
Management styles explained
Now that we’ve touched on the benefits that can be expected when adopting a management style, it’s time to look at some specific examples so that you can determine which styles work best for you and your team.
Coaching management
When adopting the coaching management style, managers take on a mentorship role rather than a director role. This approach is best suited to smaller teams where a more individualistic approach can be taken with team members, helping to shape their career path through your company. The larger a team is, the more unmanageable this becomes.
It’s a great way to measure performance positively, with regular check-ins and plenty of opportunities for the colleague to improve within their role. It’s primarily effective because it’s tailored to each member of the team, so there’s no blanket approach being utilised.
Pros of coaching management
- Tailored approach
- Builds rapport with the team
- Improved retention
- Enhanced performance
Cons of coaching management
- Time-consuming for larger teams
- Personable leader
Laissez-faire management
Laissez-faire literally translates to “let it happen”, which might sound like an odd way to manage a team at a business, but it’s not as simple as it might seem.
While it’s a hands-off approach, there are still occasions when a manager must step in and make their authority known. For the most part, Laissez-faire managers allow their team to maintain autonomy – solving their own problems and managing their own workload. It also lends itself to a more flexible approach to work, giving teams the ability to pivot quickly.
This management style takes a lot of trust from all parties, but if it’s implemented properly (with the right team members), it can be incredibly effective.
Pros of laissez-faire management
- Tight-knit team
- Builds trust
- Independent problem solving
- May reduce stress that comes from micromanaging
Cons of laissez-faire management
- Can be misused by untrustworthy team members
- May lack clear direction
- Might lead to a lack of accountability
Democratic management
Like in any good democracy, team members with a democratic manager feel that their voice is listened to and reach a consensus. Giving team members the chance to voice their opinions gives them a greater stake in the work being completed, leading to a higher standard of deliverables for stakeholders.
It can, however, lead to slower decision-making if poorly implemented. For larger projects, it makes sense to consult the entire team; however, this doesn’t need to happen for every minor decision.
It’s also worth noting that if your team consists of inexperienced colleagues, their opinion might not count for very much.
Pros of democratic management
- Inclusive of the entire team
- Can improve outcomes by leaning on the experience of the team
- Can build trust
- Improves retention
Cons of democratic management
- Can increase the time between decisions
- May impact the quality of decisions if the wrong people are consulted
- May lead to conflict within the team
Transformational management
Transformational managers believe in inspiring their team to exceed expectations and deliver results to be proud of. By encouraging team members to take ownership, colleagues are more likely to deliver work they’re proud of, improving the long-term performance of the company.
Managers using this management style must act as role models, exemplifying the behaviour they want to see in their team.
Pros of transformational management
- Delivers exceptional results
- Inspires long-term thinking
- Motivates the team to perform
Cons of transformational management
- The manager must exemplify behaviour
- Might overlook details of projects
- Some team members can be difficult to inspire
How to choose the best management style for you
So which style fits more with your business, your personality and the wider team? There may be something familiar in the styles presented above; there’s a chance you have used similar approaches in your time as a manager.
Many of these management styles work best when used in tandem. Recognising the strengths of yourself and your team, as well as the circumstances in front of you, is key to determining which style to use.
Consider the dynamic between you and your employees. Certain management styles are tailored to this dynamic; a coaching relationship might not be the best bet if you work in a separate office. Similarly, if you’re a team player, then consider something democratic where you know your employees are comfortable being left to their own devices.
The specifics of the project also factor into the decision. If you’re working against the clock with inexperienced workers, something with more authority may be necessary. Company sizes can determine your style too; a smaller team may be more receptive to delegation, whereas a large workforce will probably struggle to make this work.
An ideal leadership style should combine these traits in a way that suits you, your team and the project you’re working on.
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