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Regularly making tough decisions is arguably one of the most challenging parts of managing employees. Some leaders learn things the hard way, while others are too skeptical even to start learning. One thing is for sure; since we have different personality types, not all management styles work. Some managers struggle with effectively managing employees without micromanaging team members’ daily work, while others don’t feel comfortable disciplining their subordinates.

No matter what you believe your style as a manager is, you’re accountable to your team’s performance—finding the right way to lead starts with understanding yourself. Forcing people or yourself to work in a way may lead to social challenges later on. Harmony should be a goal whether you have authority in the workplace or not. Here are some managerial styles that might produce better results for you:

 

The Example Setter

It’s difficult not to like a leader who only asks you to do what they’re also willing to do. However, respecting the space between you and your subordinates is important; you can’t demote yourself to be one of them. You can, however, take action before asking someone else to do what’s on your mind. Setting an example means that people can become inspired by your work, leading people to become like you.

 

The Trust Giver

A “trust giver” grants their team leeway to make mistakes within. Errors and mistakes aren’t desirable, but when you don’t have to watch every move your people make, you give them the power to trust in their competencies. You also improve your future relationships by creating a sense of trust that you all rely on. The benefit you get is the freedom to think of problems to solve—while having a trusty team to follow you.

 

The Teamwork Believer

A leader who’s grounded in teamwork ensures that their people never feel left out. There’s a strong influence behind people working on the same thing while feeling like they’re all heard and respected. Building teamwork isn’t just about getting people to act as one. Teamwork is a management style that holds us accountable when we’re not engaged with others. Your aim here is to keep everyone compensating for the other.