Management 101
“People don’t leave companies – They leave Leaders”
Lead by Example
As a manager, your leadership style is going to define your employees.
There are seven common leadership styles. Recognizing your leadership style of
will help you to improve and expand as a leader.
1. Coach
-Quickly
recognize your team members’ strengths, weaknesses and motivations.
-Set smart
goals and then provides regular feedback with challenging projects to promote growth.
-Set clear
expectations.
Coaching leadership is one of best, but also most underutilized
styles because it requires the most time.
2. Visionary
-Powerful
ability to drive progress.
-Usher
periods of change by inspiring employees.
-Establish
a strong organizational bond.
3. Servant
-“People
first” mindset.
-Want
employees to feel personally and professionally fulfilled.
-Strong
emphasis on employee satisfaction and collaboration.
4. Autocratic
-Focused
almost entirely on results and efficiency.
-Often make
decisions alone or with a small, trusted group.
- Expects employees
to do exactly what they’re asked.
- Military
Commanders.
This leadership style is effective in areas where strict
guidelines or compliance-heavy industries. Also useful for employees who need a
great deal of supervision.
5. Laissez-faire/
Hands-Off
-Opposite
to autocratic.
-Focused
mostly on delegating many tasks to others.
-Provides
little to no supervision.
-Does not
spend their time mainly managing but with other projects.
This style of management only works with a team of highly
experienced, well-trained employees.
6. Democratic
-A blend of
autocratic and laissez-faire leadership styles.
-Asks for
input and considers feedback from their employees before making a decision.
-Employees
feel their voice is heard and contributions matter.
-Fosters
higher levels of employee engagement.
7. Pacesetter
-Most
effective for driving fast results.
-Focused on
performance.
-Set high
standards and hold their employees accountable for hitting their goals.
When developing your management (leadership) style, think
about the things you appreciated most and least in your managers you had when
you first starting working. You can even ask friends what they admire and
resent in their bosses.
What message are you giving your employees by your actions. Do
you send them an email over the weekend, when it could have waited until
Monday? Or if you insist on your team eating skip lunch and keep working? Be
thoughtful about all the little decisions you make, because they really add up
to create a more (or less) positive working environment.
Their Success is
Your Success
As a manager, you cannot be successful without your team.
Keeping them excited and supported, while making sure they
have room to grow professionally, is essential for getting the best out of your
employees. Complimenting them in front of a more senior boss or giving them a
chance to present an idea to the executives can really make a difference to
your employees. Doing so will convey you appreciate their work and have their
back.
Are you self-aware of how your employees see you? Find out
how others see you:
1. Create
an environment where employees can give feedback to you.
2. Have
a 2-Way Feedback conversation
3. Incorporate
360 degree feedback.
Self
– direct reports – boss – Peers (Full Circle)
4. Utilize
company-wide surveys.
Invest in your Employees Development. 87% of millennial's
said that development opportunities are important.
When promoting employees determine who is management material.
Consider where your Manager is located. Assess the average tenure of your manager.
Important characteristics to look for our desire, aptitude and traits.
Great Management Tips:
Focus on the strengths of individuals.
Set clear paths to Victory.
Serve their Employees.
Hold people Accountable.
Study up on how to handle difficult conversations.
Understand & encourage diversity.
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