19 Different team Management Styles

Have you ever wonder why working is some departments or teams are so fun and in others it can be rough?
It can depend on the Management style.
we have different approaches and styles in managing teams and projects and each one has their own pros and cons.
Let’s dig into them.

Coaching:
A coaching management style focuses on employee professional development. It incorporates regular feedback, training and day-to-day support to develop and hone employee skills and strengths.

Transformational:
A transformational management style focuses on inspiring and motivating employees to think outside of the box to raise the bar, both to achieve business goals and reach their full professional potential.

Visionary:
A visionary manager communicate a purpose and vision to her team that inspires them to execute their goals. manager give them autonomy, granting them full control over how they complete their projects, which fosters employee engagement. Visionary managers are open to new suggestions from their team and provide frequent feedback on their performance.

Autocratic:
An autocratic management style puts the manager at the top of the pyramid on a team. They make decisions and control projects without soliciting input from team members or other stakeholders.

Consultative:
Consultative management involves asking the team for advice and regularly consulting them on decisions. In this style, team members have the opportunity to give feedback and let their manager know what is or isn’t working and even what they enjoy or don’t enjoy about a particular task. The manager makes the ultimate decision, and they provide direction to organize the team to achieve its goal. However, individual employees feel that they’ve made a larger contribution when they accomplish a goal.

Persuasive:
A persuasive manager makes every decision while providing team members with the reasoning behind every decision that’s made. These managers see that work gets done quickly and efficiently when needed, set specific goals and targets and create a plan to organize a team toward those goals. Every step of the way, though, the persuasive manager keeps team members aware of why a decision has been made to keep everyone informed. The result is a softer management style than autocracy, but one that’s still efficient.

Collaborative:
Collaborative managers often focus on working closely with their employees and assigning them to tasks that are best suited to their abilities and preferences.

Transactional:
In a transactional style of management, leaders priorities specific tasks and use rewards to motivate employees to perform at their highest level of ability.

Authoritative or Directive:
In this style, managers dictate exactly what they require their subordinates to do and punish those who do not comply.
Employees are expected to follow orders, not question the authority of management, and perform their tasks the same way each time.
Managers monitor the employees closely, micromanaging their performance without placing trust or confidence that their employees can achieve their goals without direct and constant supervision. These types of managers believe that without this supervision, employees will not operate successfully.

Delegative:
A delegative management style is a more hands-off approach to leadership than the other. Delegative managers are only present to assign tasks, review them and offer guidance when needed. They let employees make their own decisions on projects and tasks.

Pacesetting:
Leaders who practice the pacesetting management style often set high standards for their team and are especially concerned with speed and efficiency. Dedicated to motivating employees toward high performance levels, these leaders are always seeking new ways to boost productivity and expect the same from the employees they manage. This management style can help build trust among employees who recognize their manager adheres to the same standards they set for their team.

Participative:
In a participative management style, owners spread the authority and power throughout the organization by presenting problems and issues for discussion and then working with employees to reach a final decision.

paternalistic:
In the paternalistic management style, a manager acts with the best interest of their team in mind but leaves no room for collaboration or questions.

Servant leadership:
A servant leadership style puts employees’ needs, growth and professional development ahead of the needs of the manager, company or project. It prioritizes team bonding and employee well-being.

Bureaucratic:
A bureaucratic management style relies on rules, policies and standard operating procedures, rather than a leader’s personality, interests or charisma. Team members are evaluated on standard criteria, projects are planned according to procedure and goals are meticulously measured and reported.

Charismatic management style:
Leaders with charismatic management styles are charming, highly persuasive and deeply committed to their cause, relying on these qualities to inspire and motivate those beneath them. These leaders are also interested in building personal relationships and rallying their teams around a common goal. This management style is useful for helping employees feel excited and supported, highly engaged and devoted to achieving business objectives.

Strategic Leadership:
Strategic leadership is when leaders use their skills and capabilities to help team members and organization achieve their long-term goals. Strategic leaders strive to get the best out of people or situations. They effectively communicates a vision and the steps needed to achieve it.

Affiliative:
The affiliative manager is humble, hard-working, and confident. These types of managers make themselves a part of the team and lead from the front, rather than constantly reminding employees that they’re the one in charge.

Mentor management:
A mentor management style means shifting between a hands-on and hands-off approach to management to develop your employees’ skills and lead them to be more autonomous. With this style, you act as a coach and work one-on-one with your employees to understand their strengths and weaknesses so they can develop their expertise. By having regular touchpoints where you set goals, create development plans, and follow up on progress, you help your employees become masters of their craft. Helping employees utilize their strengths every day impacts both their sense of achievement, and the business’ bottom line.

To sum up, the management style is not something that you choose once and use constantly. Real-world situations need a combination of them, and sometimes you need to switch between these styles based on the needs of the company.