Leading a team to success is the sign of a good manager. However, not every manager has the same management style. What may be even more surprising is that one manager may not have one leadership style as a good manager understands that management styles need to be mixed and matched in order to get the most out of their team members. They also understand that a management style that works with one employee may not work with another as each personality styles needs a different type of leadership.
A charismatic manager is able to influence others through the power of personality. They are often energetic and inspire passion in others by demonstrating their own. In some instances, a charismatic manager may seem to believe more in their own abilities than the team, but they still keep the team’s best interest in mind. Charismatic managers have the ability to expand a healthcare organization’s position in the market and improve morale in a team. A charismatic leader works best when an employee is introverted but wants their ideas heard. They have the ability to listen and make other members of the group feel heard. Employees who need reassurance and support are often best suited to working with a charismatic manager.
An innovative leader often thinks outside the box. They are able to see the entire situation and develop solutions that are not what most people would be unable to see. They bring new, innovative ideas to the table and expect those ideas to be put into motion. An innovative leader is not afraid to take risks and, if they do fail, they see it as a learning experience. They are also more likely to listen to the ideas of others and implement those that may seem farfetched to some of the group. Employees who also enjoy thinking outside the box work well with an innovative manager. Those who enjoy spending hours in brainstorming sessions or who believe that the best ideas are those that seem outrageous or silly will thrive under an innovative management style.
Command and Control Management
Command and control managers appear to be rigid. They follow rules and expect others to do the same. When there is an urgency to a decision, they make the decision with little discussion, a benefit in some circumstances such as those that involve safety problems. These types of leaders also do well when decisions are financial or legal. Command and control managers are able to meet deadlines that seem impossible, but they demand immediate compliance. They often employ interactions that are from the top down. Command and control management work best with employees who are extremely detail-oriented and work best with a logical objective. Employees who do not like to be interrupted work best with this type of management system. In some cases, employees who are working on a detailed project may become what is known as “duty-fulfillers” in that they are focused on the project at hand, even if they are not normally that type of personality. In those cases, managers who allow those employees to complete the tasks they need to complete without interruption will see more production from them. This type of leadership also works well with employees who are traditionalists. These are people who like to get things done but use a systematic, methodical method to reach goals. They like organization and straightforward instructions.
The complete opposite of command and control management, relaxed managers have a thorough understanding of what is happening but keep themselves from being directly involved. They trust others to do as they are expected to do but they monitor all aspects of the team, providing feedback on a regular basis. This type of management works well in remote settings when team members are in various locations. They also work well when there are multiple leaders but a project has a strict deadline. Employees who prefer to work with little direction do well under a relaxed management style. These types of employees cannot handle micromanagement and prefer to work at their own pace. However, they also need occasional feedback to let them know they are still on track, which is one of the traits of a relaxed management style.
Role Model Management
A role model manager sets high performance standards for themselves and expects their team to meet the same standards. They are not “do as I say, not as I do” managers but act in the same way they expect their team to act. They are able to embrace new projects and work quickly to achieve goals. They also work well when results are needed quickly and action must be taken immediately to achieve those goals. Employee who seem to be very grounded work well with role model management. They want to see someone modeling their own behavior. These types of employees are rarely absent or late for work and they expect their leadership to adhere to the same principles. They will also be outspoken about other people’s behavior if it does not match their own.
A behind-the-scenes manager includes the entire team in the decision-making process. They provide the tools necessary for the team to succeed, but they stay out of the limelight. Instead, they give the team credit for any results. This type of management often occurs when the leader is elected by an organization, committee or community. They often create a positive culture and have teams with better morale as results are team-oriented. Employees who are conventional, grounded and enjoy contributing will work well with a behind-the-scenes manager. They often work best on their own and may be introverted. They are loyal, hardworking and committed to the tasks they are assigned, but they want recognition for their hard work.
A situational manager links the behavior of group members with their readiness to complete a project. They are directing and supportive but also work to empower and coach those on the team. They are best suited for teams that need refinement or reinvention. Situational managers can sometimes be unpredictable. Employees who are in tune with the emotional environment work well with situational managers. They enjoy two-way communication and the fact that a situational manager will get to know them as a person, not just as an employee. This type of personality develops strong loyalty to a manager and works harder due to that loyalty.
A transitional manager expects the group to conform even when conformation may be uncomfortable. They expect everyone on the team to do their best and, like the role model manager, performs in the same manner they expect the team to perform. They often encourage innovative ideas and motivate through optimism, enthusiasm and commitment. This type of management style works best with a nurturer personality style. This is a group member who works hard to get along with others and often offers assistance in an understated way. They often volunteer for community activities and are very optimistic.
Throughout an organization, there may be many personality styles. In fact, each employee may exhibit different personality styles depending on the tasks they are performing. The same is true of management. The best leaders exhibit multiple management styles in order to get the best from each person they manage. This may mean changing leadership styles several times a day or even several times an hour, depending on the task at hand. By adjusting leadership styles to meet personality styles, organizations see better morale and less turnover than those that retain the same management style for all staff members. By learning the personality style of those being managed, a good leader can achieve much more than those who simply use the same management style for everyone.