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Different Management Styles

Finding Your Managerial Style

Being a member of management is challenging; there’s no doubt about it. Finding your management style can be even harder. How should you lead your team? What’s the best way to increase efficiency while keeping the members of your team satisfied and motivated to work?

The short answer is, there is no short answer. There are many different things to take into account when figuring out what management style is going to be most successful for you and your company. For example, how much work needs immediate attention, and what kind of personalities do you and the members of your team have? It’s also essential to think about the type of business you are managing in.

Let’s go over 3 of the most effective management styles: authoritarian, affiliative,  and democratic, and how each can be beneficial to your business.

Team holding hands

Authoritarian Management Style

As the name suggests, this is a more aggressive management style. This style can be helpful in certain situations. As of about 100 years ago, you aren’t going to have much of a following if you always boss everyone around. Often referred to as Autocratic, the leader of the group is in control of all aspects. Rules are enforced with little or no feedback from the team members. All of the decisions are created by the leader to get the job done.

There are some situational benefits to this style and can be useful to have in your leadership toolbox if a task or set of functions has a fast-approaching deadline, set evident expectations. These expectations will allow you to meet that timeline may be the best course. There might not be enough time to discuss the tasks at hand further. Often in small businesses, the available staff is small, and time-critical jobs will approach quickly. In these situations, management may need to put their foot down.

Additionally, this style can apply to novice team members. Newer employees may still be unfamiliar with the broader goals of the company. Many may need some guidance on properly prioritizing tasks. In these situations, it’s wise for management to list a clear plan for these employees. Subsequently, new employees can familiarize themselves with exactly how the company operates. This can help the employee learn while still providing their available skill set to the company.

Affiliative Management Style

Affiliative leaders love to keep their employees happy and aim to build relationships throughout the company. They take pride in leading by joining in and working directly with the team on various tasks, lending a hand wherever necessary, all while building stronger connections throughout the organization.

At times an affiliative mindset can be a great help. Sometimes, people disagree with each other, and this will no doubt happen at some point with any team of employees. In situations like this, having a leader to come in and remedy the condition can prevent the feelings worsening between the group. Through motivation and an overwhelmingly positive attitude, the affiliative manager will join in and try to help mediate the situation.

An affiliative manager will always reward employees. Positive feedback comes with a job well done, encouraging a healthy mindset and motivation to continue working hard. The feedback provides employees with a sense of belonging and will result in them seeing the manager as an ally to them. In turn, team members will often return to the manager whenever problems arise, or questions need answering, which means the manager is more connected to exactly what goes on in the workspace.

It’s worth noting that an affiliative style should be part of a higher management style, and not used by itself. A completely affiliative management style may result in members of the team slacking off more, knowing that their manager will come in and fix problems for them without any repercussions. Employees may also be used to continue receiving positive feedback even if they aren’t providing their best work, and start to think that mediocre performance is sufficient. This can result in overall poor performance and negatively affect the quality of life rapidly if left unchecked.

Democratic Management Style

A democratic manager is one that is open and dynamic. They allow all members of the team to have a voice and often collaborate on tasks with everyone working on them. Discussions flow freely through the organization, and decisions are made as a whole, with everyone’s opinion in mind.

Fast-moving companies can benefit significantly from a democratic management style. When things are always changing, any chance to improve or streamline operations needs to be voiced and discussed. Allowing employees to be part of the conversation can help, as they are most involved in job completion. A democratic leader will be able to hear all ideas and translate them into the best decision for the company, and then be able to give that decision back to the employees.

A democratic leader is most effective in a sophisticated and professional work environment. The structure allows all members of the team to bring their expertise to the table and collectively put the right plan in action. Many times, an experienced employee will prefer to be in a democratic situation. This is where we are heard rather than expected to follow explicit direction.

The Choice is Yours

There is a slight downside to this management approach, however. When everyone has a voice in every task at hand, it can slow things down. Often, different team members will have different approaches to the same job. Taking the time to hear them all and then decide on the best route to take can bring things to a halt. Within certain situations, there may not be enough time. That is why, again, this should be one of the many tools in your theoretical box of management skills.

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