Team management goes hand in hand with leadership. Although a manager’s position may be different from that of his colleagues, he must be able to convince them to follow him. This is essential to ensure that everything runs smoothly in the workplace. All this to say that, as a leader, you really do play a major role in your company’s success. So you really need to take time to think about the approach you’re going to take to get the job done. In fact, there are a number of different management styles you can adopt.

Each has its own specific objectives. Some may encourage you to guide your employees to accomplish a particular task. Others, on the other hand, encourage you to motivate your team members to give their best. Whatever the case, all these management styles can be applied in different business environments. But above all, they are very numerous. Which may complicate your final decision. Nevertheless, you need to choose wisely if you want to be at your most effective.

Let’s take a closer look.

What are the different management styles?

Over the years, the term “management” has found its way everywhere. Which makes it a little difficult to define. Everyone has their own way of describing the word. And everyone has their own opinion on the different forms of management. However, one thing is certain: the role of a manager is first and foremost to ensure the success of his or her company. Indeed, his leadership skills can have a direct impact on his team’s performance. To be fully effective, managers need to be able to choose from a range of management styles. His/Her duties include management, of course, but also :

Administration;
Work organization;
Setting objectives;
Supervision;
Monitoring activities.

The aim here is to be able to lead your team to success, whichever way you choose. In fact, you have a wide range of options for doing so. There are many different types of management, but they can be divided into 4 broad categories. These are known as “management fundamentals”. And these different management styles are classified according to the degree of involvement of the management team and the objectives it is aiming for. Here’s a quick summary.

AUTHORITARIAN MANAGEMENT
With authoritarian (or directive) management, decision-making power is centered on the manager. He alone determines what actions are to be taken and how. Employees generally have no say. They simply get the job done and follow a pre-established strategy to ensure that everything runs smoothly. Less stress, more speed. Of all the different management styles, however, this is perhaps the most decried approach.

Indeed, it’s notorious for generating little enthusiasm among employees. The new generation of young talent is the first to deplore its relevance. It doesn’t encourage initiative. This can lead to a lack of motivation. Contrary to popular belief, however, authoritarian management can be effective in certain contexts. As in :

Emergency situations, where decisions have to be made very quickly;
periods of crisis, requiring highly advanced skills and knowledge;
The start-up phase, when different management styles are still confused concepts;
Or in a professional setting where the workforce is made up of low-skilled employees.

PERSUASIVE AND PATERNALISTIC MANAGEMENT
Among the various management styles, persuasive management is becoming increasingly popular. The management team retains most of the power, but still values the other employees. So, while the decisions rest with the manger, he or she takes the time to explain his or her motivations to the rest of the team. This little attention is particularly advantageous for all management styles, as it helps to build goodwill in the workplace.

Of course, the power of persuasion is very important here. We’ve already looked at some effective techniques for convincing and persuading. But you can also use the system of rewards and sanctions to encourage your employees to go beyond their limits. In this case, we call it paternalistic management.

DELEGATIVE MANAGEMENT
Delegative management is based on the transfer of power. You can’t be constantly on your team’s back. Of all the different management styles, this is the one that most values the autonomy of each individual. This approach starts from the fact that constant supervision just adds extra pressure. By learning to delegate, on the other hand, you can not only lighten your tasks, but also encourage your employees to show initiative. This is essential if they are to realize their full potential. However, this method should only be applied if your employees are :

Qualified;
Motivated
Dynamic;
And full of energy.

PARTICIPATIVE MANAGEMENT
Participative management is often associated with the “democratic” approach. This distinguishes it from other management styles. This word alone is enough to explain the principle, but for greater precision, this management style values individual interests and points of view. At the same time, it strengthens team cohesion. In fact, this is what helps employees to feel more invested in the decisions, results or choices they have made. Simply by knowing that their opinions count.

This management style stands out from the crowd in terms of the different types of management, because it puts the emphasis on people rather than results.

How do the different management styles differ?

In reality, there are as many categories of manager as there are people. There are certainly many more approaches than the four management fundamentals mentioned above. Some like to take charge, while others prefer a more “relaxed” strategy. We can also distinguish between those who prefer to be a mentor or coach and those who absolutely want to be the boss. But what’s certain is that each of these different forms of management can be effective in a very specific situation, and they all differ from one another.

For example, management styles can be distinguished according to the following criteria. (Please note: this is not an exhaustive list!)

Objectives. Authoritarian management speeds up the decision-making process. Persuasive management boosts all employees. Delegative management distributes tasks and gives autonomy. And participative management promotes team cohesion.
The business sector. In companies that are often faced with emergencies, or need to maintain a constant competitive edge, the directive approach may be appropriate. When creativity is required, delegating tasks may be a better solution among the different management styles. And when your company always needs to come up with new ideas, involving everyone can help you achieve this goal.
Team characteristics. Low-skilled employees may need clear guidelines. Those with higher qualifications may need more autonomy. And young, energetic employees may want to make a full contribution to company life.
The company development phase. To ensure a good start, the action plan must be concrete. To maintain a safe environment, it’s essential to focus on the human aspect.

SO WHAT’S THE BEST APPROACH AMONG THE DIFFERENT MANAGEMENT STYLES?
You may be surprised, but there is no wrong or best approach among the different types of management. Much depends on your working environment and the corporate culture you wish to establish. However, it’s worth remembering that it’s always necessary to introduce positive management and quality management, whatever your final choice. This will ensure that your employees are fully committed and loyal to your company. What’s more, it will enable you to ensure constant improvement within your team.

After all, different management styles can also have their drawbacks when not applied properly. This can lead to the opposite of the desired effect. In other words:

Lower productivity;
Lower-quality work;
Increased job turnover;
More theft and absenteeism;
Lower performance and profitability.

That’s why you should always think carefully before introducing any management style in your company. You certainly wouldn’t want your business to go into decline because of a poor management and organization policy for your team.

Different management styles should always aim for improvement on all fronts. This applies to :

Productivity at work (on your part, but also on that of your team);
The ability to overcome obstacles and constraints;
Emotional and collective intelligence;
Professionalism and dynamism within the company;
Work environment;
Happiness at work;
Mutual trust (employee-manager and vice versa);
Listening and communication skills;
Creativity and innovation;
Quality of workforce (committed, loyal and competent).

HOW DO YOU CHOOSE BETWEEN THE DIFFERENT MANAGEMENT STYLES?
It’s a common misconception that the best management style to adopt is a decision that depends entirely on the manager himself. Although your personality plays a big part in this choice, it’s not quite enough. Of course, if you’re charismatic, you can use this to sharpen your powers of persuasion. If you’re more of an introvert, perhaps the delegative approach would be a better match. But the truth is, your selection is largely dictated by circumstances.

In fact, it’s not always wise to choose just one policy from the various management styles. You need to be flexible enough to adapt your management style to the needs of your company and your team in a given situation. For example, you need to change tactics when :

Major change in your company;
Transition of any kind;
Crisis of any kind within your organization;
Conflict among your staff, whatever its scale;
Increase in orders;
…

We’ve already seen in the previous article, but let’s remember that situational management might actually be the best approach among the different management styles. So, really consider strengthening your ability to adapt, if need be. This applies not only to your professional life, but also to your personal life. After all, your skills are very important to the success of your business. So don’t hesitate to work on yourself to develop your leadership skills, your self-confidence, but also your ability to manage stress.

A few final tips for top performance

To be a good manager and make the best choice among management fundamentals and sub-variants, first consider the advantages and disadvantages of different management styles. Then consider the following points.

Get to know your team. This includes the strengths and weaknesses of each member, as well as individual and collective wishes and needs. Incorporate personality tests into the recruitment process if necessary.
Don’t let negative experiences in the past influence the way you manage and organize your employees’ work. On the contrary, take advantage of these difficult experiences to rise even higher.
Don’t skimp on recognition at work, nor on kindness and empathy. And be flexible with different management styles. Keep a close eye on those who still need coaching. And entrust more serious responsibilities and tasks to those who have already proved their worth.
Make sure that respect is always reflected in every interaction. You’ll win the sympathy, understanding and, above all, the commitment of your team.

Now it’s your turn…