In the past, we’ve written about the different management styles and how you could use them in your work. There is no one-management-style-fits-all solution. Different teams and offices may need different types of leadership. But there may also be different situations that require different management styles. In this blog, we’ll cover when each management style will serve you best.
The autocratic management style is the most controversial management style. It can be great for efficiency but not always best for boosting morale around the office. The autocratic style requires a decisive, hands-on manager who will make the decisions and then dole out the tasks to their team. The wrong autocratic manager can become an unpopular task manager, but there are times when autocratic management may be necessary.
The main time to break out a more autocratic style is when decisions need to be made and quickly. Of course, you want your team to have an input in their work. But you might not always have time to debate over the best process or method. If you’re working on a tight deadline, it might be better to simply give clear instructions and ask that your team follow them. It might be best to go autocratic if your team is in crisis.
The persuasive management style is a kinder take on the authoritative or autocratic management style. In this management style, the manager still makes the decisions, but they do so by persuading the team that this decision is the right way to go. A persuasive manager works to get everyone on board with their decision, rather than simply saying, “because I say so.” It has the time-saving efficiency of the autocratic style, but it allows team members to feel that they’re being included.
A persuasive management style is best if your team struggles to come to a consensus on decisions. A persuasive manager steps up as a leader and says, “This is what we’re going to do,” but they also say, “And here’s why.” That may help your team to come to quicker decisions in the future, as well. It also makes them more informed with their work.
The democratic management style involves taking the input from everyone in your team and making big decisions with that input in mind. You may do this by vote or by combining the ideas that can be combined. Everyone is involved in the decision making process, which allows them to take more pride in their work.
The democratic style is a great management style to switch to if you’re noticing that morale is low for your team. If your team members feel frustrated or unfulfilled in their work, give them a little more input and watch them become much more proud and excited about the job with that independence. However, if you’re in a crunch time, democratic management may slow you down so it’s important to try to establish this as the norm but allow for exceptions.
In the consultative management style, the manager asks for the opinions and input of their team members first. This is not necessarily democratic — the manager still makes the final say. However, they allow their employees to be consultants in their own work. This style is adaptable, allowing you to make decisions quickly while still involving your team in the process.
A consultative management style is an excellent option to break out if you feel that you need a new perspective. The pressure of making all the decisions all the time can be difficult, especially if you yourself feel burned out or stuck on an issue. You already have a great, talented team. Asking them for their input can help you to see the project from the perspective of the team or from an angle that you hadn’t considered. This can be just the jumpstart you need to figure out the best solution.
Transformative managers are the ones that employees remember for years to come. These managers are skilled at pushing their employees out of their comfort zones, testing their limits, and helping them achieve new highs in their careers. By lifting the individual performances of members of the team, the quality of work can also reach new heights. This can be a risky management style — it’s important for managers to push these boundaries in a safe and supportive way. But when it’s done right, the results are impressive. New ideas, fresh enthusiasm, and out-of-the-box solutions.
Transformational management is best used when your team seems stuck in a rut or like they’ve become too complacent. If the team is consistently underperforming or even performing at par but your company needs to grow, a transformational manager can shake things up. The team members who stick with the change will come out that much better for it.