By Kristen Brady
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.
Charismatic Management
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.
Innovative Management
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.
Relaxed Management
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.
Behind-the-Scenes
Management
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.
Situational Management
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.
Transitional Management
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.
Leading Management Solutions helps medical
practice leaders identify ways to improve operations to increase revenue,
employee engagement, and patient satisfaction. Learn more about us at www.lmshealthpro.com.
About the Author:
Kristen Brady is the founder and owner of Kaboom Social Media, your social media marketing and content specialists! Follow
her on Twitter: @kb54927
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