Different Management Styles

Think back on your career and the managers you have had. I am sure that you have had good managers and others who were maybe not so great. When I ask people to list what made the good managers “good”, most of the examples they give me are to do with behaviour, or style.
One of the interesting things about style is that managers with the most flexibility in style get the best outcomes from their people. Leadership style is not about good/bad, right/wrong: leadership style depends on the task, people and situation to be managed.
6 Management Styles
According to Hay-McBer there are six key leadership or management styles.
The DIRECTIVE (Coercive) style has the primary objective of immediate compliance from employees:
  * The “do it the way I tell you” manager
  * Closely controls employees
  * Motivates by threats and discipline
Effective when:
  * There is a crisis
  * When deviations are risky
Not effective when:
  * Employees are underdeveloped – little learning happens with this style
  * Employees are highly skilled – they become frustrated and resentful at the micromanaging.
The AUTHORITATIVE (Visionary) style has the primary objective of providing long-term direction and vision for employees:
  * The “firm but fair” manager
  * Gives employees clear direction
  * Motivates by persuasion and feedback on task performance
Effective when:
  * Clear directions and standards needed
  * The leader is credible
Ineffective when:
  * Employees are underdeveloped – they need guidance on what to do
  * The leader is not credible – people won’t follow your vision if they don’t believe in it
The AFFILIATIVE style has the primary objective of creating harmony among employees and between manager and employees:
  * The “people first, task second” manager
  * Avoids conflict and emphasizes good personal relationships among employees
  * Motivates by trying to keep people happy
Effective when:...