Re-evaluate Your Management Style for a More Productive Year

The year is a little more than halfway over, and if you feel you need to step up your management game to end 2019 on a high note, now just might be the time to re-evaluate your management style.

A hard-nosed, my-way-or-the-highway approach might produce results short term, but a negative style is likely to wear on your employees after a while. Positive takes on management, on the other hand, are more effective over the course of months and years. Consider the following management styles and compare them to the way that you do your job.


Some managers attempt to motivate their teams based on an ideal or vision that the employees should be able to get behind.

After creating a vision and comprehensive plan to achieve it, vision-based managers generally let their staff members get to work on the fine details. These supervisors usually only check in to ensure they’re making progress or to share pertinent insights. This style gives staff members a sense of independence.

When people work on tasks that they have significant control over, they feel happier, a greater sense of ownership over the outcome and inspired to achieve. When employees’ have an inner drive behind the work they do, it increases their engagement and job satisfaction.


Some managers let their staff members take part in decision making because it makes the most of their team’s diverse ideas. This approach is supported by the notion that input is critical to a team’s success.

Consensus-building managers have the final say on all decisions. However, because their staff members are included in the decision, their team has a great deal of impact on the end result.

This helps staff members feel valued, boost their morale and strengthen their relationship to the company. This approach also makes it easier for a manager to convince staff members to buy into decisions, as they’re following a plan that they helped create.

It should be noted that a poorly-executed consensus approach can be inefficient. Managers who drag their feet and act as a bottleneck can slow progress and frustrate employees. Also, employees need to be focused on contributing to progress, not their own self interests.


A coaching management style is designed to support long-term professional development of employees. To embrace this style, a manager should be passionate about teaching and helping others to grow. This style also requires the ability to be patient with employees’ short-term setbacks, using them as teachable moments.

Managers using this style should provide their staff members with development opportunities, like more responsibility or cross-training. These opportunities make staff members more skilled and knowledgeable, enhancing the team’s overall performance.

By continuously teaching their workers new things and offering career opportunities, coaches can build strong bonds with their staff members.

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