Management Styles

Management Styles

Over the last several years and as I grew in my field, I’ve been observing and watching how I manage and lead different teams and compare myself with other managers and leaders; I have learnt a lot from great managers and leaders over those years but again no one is perfect including myself! Some managers that I worked with master “almost” everything about management and leadership but they still lack things that can be improved.

Having said that, I have observed different styles in management; what I’m saying here is not something totally new; it’s a digested version of my observations and learning and I hope it’s an eye opener for some.

The styles I’m referring to can be broken into three levels:

Loose Management

People who use this style tend to manage their teams from a 10K or 100K ft distance, this is an unhealthy style as it creates friction, dispute, miscommunication, lack of understanding of what business expected vs what was produced; invalid results, waste of time and that result is business losing money because all of that.

I don’t really see too much benefits in using this style but “probably” this gives the team the chance to think and find their paths, but again time and money and crucial! In my opinion, you could use this style for some team members who you know for sure do work above and beyond and they got your back and you can fully trust but I don’t think it makes sense to use this with the whole team.

Tight Management

People who use this style tend to manage their teams from an inch distance, (aka micromanagement); this is also an unhealthy style; with this style people limit themselves with less management tools, as a matter of fact control is the only tool they know the most, which eventually they will lose; with this style management will also end up with losing trust with team members, team members will begin to rely and depend on management on every small and big decision, this results is burning and consuming management energy and gradually management loses productivity as well as losing team members because they lost their autonomy as they find themselves in an unhealthy environment where they cannot grow in their career.

This is the other side of the coin, meaning it’s the opposite of the loose management style; I don’t recommend using this with all team members; but I see a benefit in using it with some team members who need coaching and guidance especially new hires but their has to be processes and development plans in place to ensure there is an end to this style either by having team members improve themselves and become productive or they have to find different path.

Hybrid Management

I’m sure you guessed it by now; with this style you can play the tight management style card one time and the loose management style card the other time, you may need to play more cards of each style more than once depending on the situation you are facing; work is already stressful so you have to balance and play your cards in a smart way; in the end of the day and as a manager and leader, it’s all your responsibility to help your team grow and be successful, which eventually will help you and the business.

Author: Mohammad Musleh

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