11 Management Styles For Successful Leadership

Post A Job For Free, Promote It For A Fee

Post a Job

Business leaders, whether they be CEOs, mid-level managers, or direct supervisors, have management styles that influence their effectiveness. Certain styles are better than others based on circumstances that differ between industries, companies, and even individuals.

Finding the right balance between what comes naturally and what work needs to get done is key for any business leader who wants to maximize the potential of their team.

Key Takeaways:

• Time sensitivity plays a big role in determining an effective management style.

• Transformational and visionary leaders are known to embrace adversity and innovation.

• To choose a management style, you need to understand your organizational goals, your personal needs, and the needs of your team.

• Performing a SWOT analysis can help you determine the best management style.

What Is a Management Style?

A management style is a philosophical approach to the planning, organization, and implementation of institutional objectives. Also known as leadership styles, management styles are when these philosophies are specifically applied to management in a business setting.

There are many different types of management, each with its own advantages and disadvantages. How one chooses their management style depends on several internal and external factors, including:

• Environment, such as industry and economic circumstances

• Time sensitivity

• Personal traits

• Team traits

• Company culture and policies

• Level of management

• The specific work objectives

An effective manager needs to be able to adjust their style based on the circumstances at hand. If you want to be a great leader, then you need to pick a style that suits your situation and still accomplishes your overall objectives.

11 Types Of Management Styles

In business, there are several management styles that can be used to pursue organizational goals. Some leaders favor one style over another, but it is important to consider all available options so that you can use the best one that meets your needs.

1. Transformational. Transformational leaders challenge their team members to value adaptability and growth in the pursuit of their goals. This is to build a creative and innovative environment. Transformational manager has to push their employees to do their best while underscoring a sense of mutual support and success.

   Pros:

   • Values long-term growth.

   • Useful for dynamically innovative environments.

   • Keep competitive by embracing challenges.

   Cons:

   • Some employees may not be comfortable being pushed.

   • If not carefully managed, it can lead to disorganization and burnout

2. Democratic. Also known as participative leadership, democratic leadership seeks to involve team members in the decision-making process. Most decisions are made based on the majority opinion.

   Authority is decentralized, and employees are empowered to manage their own responsibilities. That said, a democratic manager still has the final say and acts as the authority figure to keep people on task.

   Pros:

   • Employees are more likely to be engaged

   • Decisions have the majority’s approval

   • Increases innovation and collaboration

   Cons:

   • Decisions take more time to be made

   • Minority opinions may feel resented

3. Authoritative. Authoritative management is a form of autocratic leadership that takes on a top-down approach. All authority and decision-making are invested in the leader. Subordinates are expected to follow their leaders with little to no feedback.

   Authoritative leaders are not necessarily evil dictators, however. If the manager is competent and has the trust of their team, they can use their skills to inspire others to follow their lead.

   Pros:

   • Faster decision-making

   • Useful during a work crisis

   • Helpful when dealing with inexperienced workers

   Cons:

   • Relies on the skills and competency of the leader

   • Lack of innovation, creativity, or diverse perspective

   • Can reduce morale and employee engagement

4. Laissez-faire. This is a hands-off approach to management, and it is one of guidance and leadership. A laissez-faire manager is present, but only to let people know what their objectives are and delegate tasks.

   They may also provide direction when asked. Otherwise, the leader will trust the team to assume personal responsibility and make their own decisions.

   Pros:

   • Employees have greater autonomy

   • Creativity and productivity can flourish for self-directed employees

   • Allows team members to collaborate as they see fit

   Cons:

   • Can devolve into unproductive or chaotic work environments

   • Not appropriate for new or unmotivated employees

   • Employees can feel neglected by leadership, decreasing morale

5. Coaching. The coaching management style is very similar to transformational leadership. A coaching manager believes their primary responsibility is the long-term success of their team.

   That means engaging each individual employee while simultaneously strategizing group tactics. Coaching management focuses on developing team member skills and appropriately aligning those skills when coordinating tasks.

   Pros:

   • Creates a sense of unity and solidarity

   • Employees trust their bosses more

   • Employees feel valued, which increases engagement

   Cons:

   • Takes time to develop

   • Not useful for tackling short-term goals

   • Employees must be willing to receive guidance and feedback

6. Consultative. In consultative management, managers listen to the thoughts and opinions of their team before they make a decision. However, in the end, the leader has the final say. This is similar to democratic leadership but relies less on consensus decision-making.

   Instead, a consultative leader encourages honest feedback to help with judgment. Consultative management is especially helpful in situations where team members have a diverse set of skills and experience that a manager can use.

   Pros:

   • Employees feel like their thoughts matter

   • Leaders can make informed decisions

   • Helpful in situations where leaders lean on the knowledge of employees

   Cons:

   • Time-consuming

   • Difficult when presenting diverging opinions

   • Employees may feel upset when their input is ignored

7. Transactional. Transactional leaders see their role as one that maintains authority through a series of rewards and punishments. This system highly values structure and results. Employees are expected to fall in line with the system, as there is little room for feedback.

   Most transactional leadership takes place in short-term situations where decision-making is limited to specific situations. Therefore, although transactional leaders may make some decisions, they also expect their employees to be relatively self-sufficient.

   Pros:

   • Establishes a uniform approach

   • Good for sales environment where incentives are obvious

   • Helps self-motivated employees stay on track

   Cons:

   • Doesn’t provide a long-term approach to goals

   • Impersonal connection between employer and employee

   • Can reduce motivation for struggling employees

8. Visionary. A visionary leader aims to inspire their team with a big-picture, long-term objective. They want their team to focus all their effort toward this end result. This can mean they are either hands-on, hands-off, or some combination of the two.

   The visionary management style usually involves some form of innovation or disruption of the status quo that helps motivate employees.

   Pros:

   • Inspiration results in engagement, productivity, and innovation

   • Employees feel like they are part of something bigger than themselves

   • Long term goal provides a benchmark to weigh decisions against

   Cons:

   • Short-term work goals may be neglected

   • Relies on legitimate inspiration that cannot be contrived

   • Places leader above organization

9. Collaborative. Collaborative management, also known as participative management, is a form of democratic leadership where decisions are made by the majority opinion. A collaborative manager empowers employees to be highly involved in the planning, organization, and implementation of goals.

   Consensus is key, so a collaborative manager must be careful not to forget about minority opinions as well. This is accomplished through compromise and alternative options.

   Pros:

   • Employees feel empowered, so they are more engaged and committed to organizational goals

   • Collaboration breeds creative approaches to problem-solving

   • Increase in loyalty, trust, and retention

   Cons:

   • Team decisions may not always be best for organizational goals

   • Time-consuming and risks indecision due to disagreements

   • Can burn out the manager

10. Delegative. A delegative manager simply assigns roles and tasks to their team. After that, the delegative manager expects the employees to handle all responsibilities. Delegative leadership provides little guidance until the end, when work is reviewed.

    Pros:

    • Useful for jobs that are repetitive or handled by highly experienced employees

    • Employees develop problem-solving skills

    • Can increase collaboration between team members

    Cons:

    • Lack of leadership can result in a loss of productivity

    • Employees who need guidance will feel neglected

    • Team may not be able to work together

11. Persuasive. The persuasive management style relies on a leader who is equally charismatic and convincing in their arguments. They build a case for their goals that they promote to their team. Rather than ordering employees to comply without question, persuasive managers keep employees informed so they understand why decisions are made.

    Although there may be room for feedback, at the end of the day, persuasive leaders are focused on their original goal with little revisions.

    Pros:

    • Logic and reasoning can motivate employees

    • Employees feel part of the process even if they lack authority

    • Managers can build trust with their employees

    Cons:

    • Employees may feel restrained and, therefore, less creative

    • Managers need to be ready for constant pushback and defend their arguments

    • Lack of engagement may reduce morale

How to Choose a Leadership Style

Choosing a leadership style comes naturally to some, but all good leaders need to be adaptable in their approach. This is because, as a business leader, you will inevitably face a diverse set of circumstances and people that require different approaches to management.

To choose an effective leadership style, you will want to:

1. Determine time sensitivity. Is your focus on long-term goals or short-term objectives? Time plays a huge role in prioritization. Even the most democratic leader may have to resort to authoritative measures during a crisis. Conversely, transactional managers may need to strengthen their relationships with employees by resorting to more collaboration.

2. Know your organizational goals. Your primary responsibility as a manager is to direct your team towards goals that contribute to your company’s success. The nature of those goals will influence your management style.

3. Understand your environment. You need to think about your industry, your competitors, the overall economy, as well as your physical environment. Some industries, like manufacturing, are tied to strict processes, while others, such as media and entertainment, are more open to new ideas.

4. Know your personal needs. Regardless of the time, organizational goals, and environment, you need to choose a management style that meets your own needs as a professional. Ask yourself, what do I value? What do I want to achieve in my profession? Your answers will guide you to behavior that reflects your needs.

5. Consider the needs of your employees. Even if you determine a leadership style that works best for you, the situation still calls on you to consider your employees. You might not be able to be the exact leader they desire, but you can at least adapt your style to meet their most important professional needs.

6. Perform SWOT analysis. Play to the strengths of you and your team to maximize opportunity. Compensate for everyone’s weaknesses to reduce threats. In this process, you will find that certain leadership styles are required to pursue work goals.

7. Establish goals. Now that you have a better understanding of your position, establish goals for your team. Set clear expectations, including how you plan to manage the situation so that employees can be proactive in their own professional responsibilities.

8. Adapt to the situation. Even when you choose a management style, you need to be flexible. Constantly evaluate the progress of your goals and make changes when necessary. Do not be too reactive, however. Inconsistent approaches to leadership will only confuse and demoralize your employees.

Management Styles to Avoid

While there are many management styles to use in the workplace, there are a few that are outdated and inappropriate for the modern economy, such as:

1. Authoritarian. This is the authoritative leader who goes too far. An authoritarian holds all power and refuses to consider the input of others. Though they might find success initially if the leader is competent, over time they are vulnerable to hubris, change, and employee turnover.

2. Aloof. Aloof managers are barely present and may not even delegate roles. Essentially the team is left completely on its own. An aloof manager places their fortune in the hands of their employees.

3. Micro-manage. Micro-managers are the opposite of aloof managers. They get involved in every little detail of the work of their employees. This prevents employees from using their full range of skills and also burns out the manager in the process.

4. Indecisiveness. A leader who cannot make a decision is no leader at all. Even if you rely on consensus and collaboration, there are times when the leader may need to veto or override the will of others. If you are not capable of this, then authority either flounders or passes on to someone else.

Management Style FAQ

1. What are the four most common management styles?

   The four most common management styles are democratic, autocratic, laissez-faire, and transformational. Each management style differs in its purpose.

   Democratic leaders build a majority consensus in their decision-making, while autocratic leaders have sole authority. Laissez-faire managers let people work with little interference. Transformational leaders focus on the growth and development of their team, as individuals and as a whole.

2. What’s the best management style?

   The best management style is one that fits the needs of the situation. This means that the best managers need to adapt their styles.

   Sometimes it is more important to build a consensus, especially for long-term or high-impact scenarios. At other times, direct authority can be the most effective or efficient, such as during emergencies or when your team is large and inexperienced.

3. How do I know my leadership style?

   To know your leadership style, consider what type of authority figures you admire. If you have respect for authority figures who take direct action, you may learn to be more authoritative. If you believe in leaders who let you do your own thing, you may prefer laissez-faire.

   However, your leadership preference may not fully determine your management style. You also need to consider what you value in interactions with others. Determine what level of comfort you have with conflict, resolution, communication, and accountability.

4. What makes a good leader? A good leader is competent, communicates clearly, accountable, decisive, and adaptable.

   There are many other traits of a good leader as well, including:

   • Uses active listening

   • Is self-aware

   • Establishes trust.

   • Adopts a growth mindset.

   • Is empathetic

   • Is gracious

   These traits are important for any good leader to fulfill their primary responsibility, which is to lead others to a mutual goal of success.

5. What are the three categories of leadership?

   The three categories of leadership are democratic, autocratic, and laissez-faire. Democratic leaders involve their teams in the decision-making process. Autocratic leaders have sole authority over decisions. Laissez-faire leaders promote specific goals but leave it up to their team to decide how to achieve them.

   Under each leadership style, you may find more specific types, such as:

   • Democratic.

     • Transformational

     • Democratic

     • Coaching

     • Consultative

     • Collaborative

   • Autocratic.

     • Authoritative

     • Persuasive

   • Laissez-faire.

     • Laissez-faire

     • Delegative

     • Visionary

References

1. U.S. Department of Education – Leadership Styles

2. Office of Personnel Management – Center for Leadership Development

Author

Conor McMahon

Conor McMahon is a writer for Zippia, with previous experience in the nonprofit, customer service, and technical support industries. He has a degree in Music Industry from Northeastern University and in his free time he plays guitar with his friends. Conor enjoys creative writing between his work doing professional content creation and technical documentation.