All management styles are divided into effective and inefficient. Still, each positive one conceals hidden dangers. While negative style may turn out to be the most effective. “What are these styles?”, “What do benefits and drawbacks they have?” We have asked Clifford Chi, who is a junior staff writer at HubSpot, and have written this information here.
So, this article will be useful for newbies, who do not want to mess up, for experienced managers, willing to change something in business relations with employees, and want to discover something new as well.
Types of management styles
The properly defined style will allow the most successful use of the potential of the workers.
There are 4 effective management styles:
As a rule, this type of manager directs the work of employees, determines the strategy of the team. He allows employees to act on their own in some matters but checks the workflow from time to time to ensure that everything is going according to plan. Besides, he shares his ideas with employees and does not neglect the consideration of their ideas. If the idea of the employee liked the manager, he will always adjust the initial action plan for the implementation of a new idea. When a goal has been achieved, the manager of this type is always in feedback with employees. He is ready to encourage employees if the result has exceeded all expectations.
Visionary style is one of the best management styles. This style is considered to be very effective, but it is not always easy to stick to it. If you have chosen it for the basic model of work, then first, make sure that your employees understand and accept your leadership style. After all, you have to move and inspire your team to achieve goals. Otherwise, people will not aspire to your chosen management style.
In the democratic style, the majority rules. Managers highly appreciate the diversity of ideas generated by the team. In general, they consider it as key to the company’s success. The democratic style is very popular. This approach allows people not only to be responsible for their actions but to demonstrate professional skills as well.
Still, there are many pitfalls: discussing decisions made by the entire team slows the working process down.
Transformational style is the style that is used by innovators. They believe that the main rule for successful task solution needs changing and growing. Managers often push employees to leave their comfort zone. Using this method they demonstrate that people are more successful and capable than they used to think. This approach motivates the team to raise the bar regularly and ensures the high performance of people.
Such teams are always innovative. Though, a manager must clearly understand how long and on what purpose he is going to push employees. It is crucial to stop at the right time to avoid professional burnout.
The last, but not least. Like sports coaches, managers encourage professional development in the long-term. They are keen on teaching employees and watching their growth. Leaders of this type easily forgive the momentary mistakes of subordinates, considering them as an opportunity to learn something new and eventually achieve more.
At the same time, continuous training and providing new career opportunities creates a close connection between the team and the manager. On the other hand, this can create a very tense atmosphere, toxic to relationships.
If you would like to follow this style which is considered the best management style, focus on 2 things: monitoring employees’ development and maintaining the team’s integrity.
Visionary, democratic, transformative and coaching management styles are considered to be the most effective. At the same time, each one has pitfalls to avoid. So it is better to know about them in advance.
Above all, there are 4 inefficient management style examples:
In this style, the manager has the whole power. He decides without telling anyone. After that, the leader brings it to the attention of the team, waiting for an immediate response. If employees do not comply with his requirements, threats and censure are guaranteed. As a rule, such type spreads fear, shame and guilts to motivate workers. Closely monitoring the actions of workers, managers prevent people from showing flexibility in their work.
The autocratic style is one of the least effective. Being under pressure from managers who have chosen this style of work, employees face professional burnout and do not have the opportunity to turn to someone for help. As a result, employees with outstanding skills cannot use them in difficult conditions.
Above all, this type can be useful. For example, in acute crisis-when important decisions need to be taken as quickly as possible.
In the servant style, the team is first, the task is second. Managers care about employees’ well-being more than the team’s results. Servant managers can foster to maintain harmonious team’s relationships and make employees as happy as possible. Such leaders are willing to do anything to support and encourage the team. In turn, they expect this behavior will motivate people to work harder.
Managers tend to avoid confrontation with employees. Even when people work with the left hand, they do not push any pressure on. It makes subordinates feel unnecessarily self-satisfied. As a result, employees do not make their best.
Servant managers spend more time on team building than on work. It ultimately causes misunderstanding and disorientation among workers. Lack of trust in the leader makes employees unable to achieve their potential.
Such leaders observe employees’ work but not interfere. They expect the team will reach the desired level without any help.
Employees make all decisions independently, acting in all situations on their own. Nobody controls their actions or forces to report. Even in difficult situations, employees are left without any support and guidance of the head.
The laissez-faire management style is the least desired to follow. The absence of a more or less clear strategy and leader, makes employees feel unnecessary.
Managers of such type use all possible sorts of incentives to motivate people to run their errands. Afterward, the external encouragement of internally motivated employees might have the opposite effect. Employees start thinking they are successfully coping with the tasks, not to complete the company’s mission, but to get the next bonuses.
Inefficient management styles include autocratic, servant, laissez-faire and transactional. All of them are fine examples of how useful leadership methods can be gone to absurd.
Managers should make on their own what style to strive for. Strictly speaking, no one can prevent you from choosing one. However, you should take into account that a particular style brings certain results and solves specific problems. Also, there are ineffective management styles. They can deprive a leader of support and the team of the ability to work productively.