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Five Management Styles and Why They Work (Pt. 2)

jason-kulpa-styles2

Effective business management is subjective in that every managed employee is different, therefore requiring a unique approach in terms of their productivity, adherence to office structure and policy, and overall learning pace. For example, some employees may hate to be micromanaged while others may hinge on it to maintain weekly organization, and these two approaches alone can be subdivided and personalized depending on the expectations and demands of the company at large.

To get the most out of your direct reports, you will need to identify and leverage an appropriate management style that will foster their strengths and mitigate their weaknesses. Bad management costs businesses billions of dollars each year, so it is imperative that you put your best foot forward as a leader and maintain a healthy management culture.

That said, there are several effective management styles commonly observed in offices spanning countless industries. I already covered a few of these styles in a previous blog, but here now are two more that may work for you.

Affiliative management

Affiliative managers are focused primarily on harmony within their respective teams, which they typically lean on to mitigate problems before the fact — and if they do, the team will be ready to meet it head-on in unison. This strong sense of foresight is applicable to any management scenario, as managers are, at times, responsible for seeing the big picture before others. Pair this with a knack for communal problem solving, and you are left with a management style that should all but guarantee order and organization, even if you only apply certain aspects of it.

Authoritative management

Many of today’s managers tend to forgo the authoritative management approach — at least at first — as it tends to come with a negative connotation in most professional circles. However, there are constructive and healthy ways to assume the authoritative role without damaging working relationships or souring yourself in the eyes of your peers. Put simply, some workplace situations simply require a firm leader to take charge and lay down the plan in its entirety — especially those that involve a chaotic or unorganized structure. This approach can be temporary to address a problem or it can become the norm to ensure such a culture never resurfaces, but either way, the best rule of thumb is to remain composed and polite in your authoritarian role; no one is saying you have to be rude, scary, or otherwise unpleasant. A manager/employee should always be as humanized as possible.

 

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Five Management Styles and Why They Work (Pt. 1)

jason-kulpa-stylesEffective business management is subjective in that every managed employee is different, therefore requiring a unique approach in terms of their productivity, adherence to office structure and policy, and overall learning pace. 

To get the most out of your direct reports, you will need to identify and leverage an appropriate management style that will foster their strengths and mitigate their weaknesses. Bad management costs businesses billions of dollars each year, so it is imperative that you put your best foot forward as a leader and maintain a healthy management culture.

That said, here are several effective management styles commonly observed in offices spanning countless industries.

Result-Based Management

All management styles are, in a way, result-based, but some managers embrace the long term as a complete basis for success and failure. In this sense, it is not so much about how things are done, so long as they are done quickly and efficiently. This approach may seem cut-and-dry on the surface, but it actually welcomes quite a bit of experimentation; results-based managers are usually open to new ways for employees to accomplish a task, and this openness keeps both the manager and employee focused on what will streamline the work in front of them. When committed to habit, this subconscious problem solving should prove to be a huge asset to the company as a whole.

Inspirational/Extroverted Management

Though not a required characteristic for good leadership, many successful managers are both extroverted and charismatic. These traits can be infectious to subordinate workers; they help to maintain a warm working relationship while humanizing interactions that may otherwise feel mechanical and by-the-numbers in terms of corporate functionality. You want to foster productivity, but you also want to keep the process accessible and comfortable. This boils down to a healthy injection of compassion and consideration, paired with any opportunity to inspire and rally your workers around a goal. In many cases, these workers will perform better throughout the year.

Example-setting Management

Just like results-based management, example-setting management entails characteristics that should technically be observed in all management scenarios; after all, you cannot hope to lead your peers if you are setting a poor example within the context of company demands. However, example setting can be formed into a full-fledged management style depending on how much of an example you are willing to set. Employees will most likely respond more to examples that are both unconventional and healthily over-the-top — those leaders who continuously push the bar and go above and beyond baseline expectations. As a manager, you should already have a knack for ambition and forward thinking, so fully embrace this trait to set the strongest example possible.

 

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