Adopting or learning a primary management style or knowing about one that works in specific situations is vital to efficiently manage your team. A management style can vary depending on the industry, culture, country, business, or person. An effective manager can easily adjust their managerial style according to various factors while also focusing on successfully achieving their goals and targets. Previously, employees and businesses viewed managers as valuable commodities while considering them capable leaders who guided their team to immense success. However, that is not the case anymore. Over the last decade, a manager’s value is less prominent in the corporate world.
According to Gallup research, companies choose managers with the wrong managerial style around 82 percent of the time. Selecting a manager with the right management style for a company is exceptionally vital. But eight out of ten times, the decision taken is wrong. And such a thing continues to happen today.
Why is it so? It is because different tasks, teams, businesses, and projects require different management styles. If individuals cannot adapt to their organization or position’s needs and requirements, they will fail miserably at their jobs. The bottom line, the inaccurate management style kills productivity, reduces employee motivation, and forces them to quit. But, how can you know which management style will be best suited for you as a manager? Read below to see which management styles are preferable in today’s corporate world.
Servant Leadership Management Style:
The servant leadership management style originally came into existence in 1970. It is also sometimes referred to as training, mentoring, or coaching management style. Such a management style focuses on providing support to employees—managers who adopt such a style coach, support, and mentor their team. To effectively adopt such a management style, you would want your leadership strengths to shine through. Plus, you will need to have a proper and relevant academic profile to perform various coaching techniques.
Strong interpersonal skills are also a requirement to build a strong mentoring relationship with your team and relate to them well. It will also help if you are ethical and trustworthy if you want your employees to open up to you. The focus of such a management style is to allow employees to learn from their mistakes to improve their performance.
Delegatory management style:
Individuals who adopt such a style are only there to assign tasks to their team, although they still have to oversee the completion of these tasks. Once a manager with a delegatory management style assigns a job, employees can complete them in any way possible but in a given deadline. After the task’s completion, the manager then steps in to provide his/her input and shows them how to improve.
Such a style fosters innovation and creativity, especially in an organization that has highly skilled employees. The freedom employees get to do tasks as they see fit promotes problem solving and teamwork.
Analytical management style:
An analytical management style requires quick decision-making from the managers. If you want to go for such a management style, you will have to weigh all possibilities and consider all facts before deciding. Being an analytical manager involves gathering information, including points, data, observations, opinions, and experiences. It can be time-consuming, but the depth of information you have will allow you to make well-informed and thoughtful decisions for your team.
Such a management style is perfect for situations where there are multiple answers to a question. As a manager, you have to go for the best one possible. It is also great for situations and decisions that require a lot of research and depend on information from various sources. If you think this management style will suit you, go online and search how to become a business analyst to learn the ropes. It is the best management position to apply for if you want to utilize such a management style.
Participative management style:
In a participative management style, the manager encourages the entire team to participate in the decision-making process. They receive all data about the organization and its goals, enabling them to develop innovative solutions to reach them quicker. As a participative manager, you will then take the ideas, thoughts, and opinions to the higher-ups so that they can act upon them.
With such a managerial style, your team will feel more valued by you and your organization as a whole, responding with increased productivity and motivation. The preferable use-case of this management style is in organizations that implement changes regularly, and their employees are resistant to these changes. Asking employees for participation in the ultimate decisions will make them less resistant and welcoming to the new policy and changes.
Persuasive management style:
In such a management style, individuals utilize their persuasive skills to convince their team that their unilateral decisions are right for everyone. However, please don’t confuse it with being a dictator. Instead of playing one, when managers decide on something, they invite everyone on their team. They explain the rationale behind the decision or policy change, allowing them to clear out any confusion.
Such a management style is applicable in organizations where the team has less knowledge or experience on something than their manager. In such cases, you are the expert, and your team will have to follow you. While it might help your cause if you explain your decision-making process, you will ultimately have to make the tough decisions yourself.
For both individuals and businesses, having an understanding of various management styles is of the utmost importance. An organization can implement or create guidelines for the manager that are best suited for specific roles by doing such a thing. It will lead to a lower turnover, more engaged employees, and better overall business-related outcomes. It will also allow managers to find the best style for the organization and their position, allowing them to take their managerial careers to new heights. Ultimately, everyone can reap the benefits in the end.