Everyone has a preferred management style that feels more or less natural. For example, some managers are remarkable coaches to their subordinates, while others are great at delegating. Yet, every management style has its strengths and weaknesses. How to adapt your management style to the situation at hand?
01
Identify the limits of your preferred style
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Identify your natural management style, e.g. Do you tend to be directive, or involve your subordinates in the decision making process?
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Challenge the limits of your preferred style, e.g. In times of crisis, when fast action is required, a directive style is recommended. However, this style should be avoided in situations where creativity is needed.
02
Test out different ways of interacting with your subordinates
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Seize every opportunity to try new ways of doing things, e.g. If you have a naturally directive style, ask your subordinates for advice at the next meeting and take note of the advantages of this approach.
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Aim to develop your “managerial agility,” e.g. Without trying to change your personality, adapt your posture to the style and needs of each of your subordinates.
Take action
Identify the obstacles that prevent your staff members from changing behavior (15 min)
Many different reasons may explain why a team member does not implement the expected changes. Understanding them will help you adapt your approach.
Outright rejection or mere skepticism, lack of competence or too deeply anchored habits, organizational obstacles, lacking the understanding of the intent or of the meaning of the expected changes… Ill-will is not always involved. Listen to your staff members to understand the situation and the difficulties encountered.
According to these difficulties, ask yourself how you introduced the expected changes to them: between imposing and persuading, there is a whole array of approaches that you can usefully combine. The associated resource will help you imagine other more relevant postures.
Identify the management style that is best adapted to each of your team members (5 min)
The most relevant management style varies according to the level of competence and the desire for autonomy of your staff member.
Select one of your team members, and ask yourself whether your management style is really the best adapted in the current circumstances.
What is his level of competence on the topics he is currently handling? As a manager, does your role consist in helping him gain in competence rather than ensuring the proper execution of the tasks despite his difficulties, or can you give him more autonomy without creating difficulties for him?
What is his state of mind? Does he want more autonomy or does he show little motivation? Should you convince him to get more involved, even become more directive, or rather help him to gain in competence or to manage an assignment you have delegated to him?
According to the responses to these questions, use the associated resource to identify what management style you should favor for him. Renew this analysis if circumstances change.
What management style do you favor? (10 min)
We all have a preferred management style. Being aware of your reflexes will help you better adapt your style to the situation.
Are you generally directive, wanting to see things progress while feeling in control? Make sure you do not stifle the sense of initiative; let other people develop different methods from yours.
Do you prefer being persuasive, and boosting your teams through your communication skills? Be careful, some situations may require a management style that delves more into the details.
Are you eager to involve your staff through participative management? Ensure each team member is ready to commit and has the potential for development.
Do you value above all delegation, which encourages your staff members to take ownership and enables you to focus on the essential topics? Ensure that your staff members are both competent and willing, and that they also have sufficient margins for delays and errors.
Practical Tips
> Different key drivers to change people’s behavior
Find out more
> Adapt your management style to the situation
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