So you’ve just ventured into the realm of people management – congratulations! Whether overseeing a duo or a formidable group of twenty, your management style holds significant sway over your team’s success. And the thing to remember, is that management is not a one-size-fits-all approach. Choosing the appropriate management style for varying circumstances is critical. Let’s start by thinking through the science of diverse management styles and then explore who you can discover your unique style.

The Science Behind Management

Let’s briefly review some research before we talk about practical tips. According to Daniel Goleman (2000) in his famous Harvard Business Review article “Leadership That Gets Results,” there are six main leadership styles: coercive, authoritative, affiliative, democratic, pacesetting, and coaching. Each of these styles can be effective, depending on the context. His predecessor, Kurt Lewin and his colleagues (1939) broke it down even further, highlighting three broad categories: autocratic, democratic, and laissez-faire. They found that no single style is best; it all depends on the situation and the people you’re working with.

So ultimately, you have the latitude to decide what works for you in various management situations.

Five Tips to Find Your Management Style

Assess Your Natural Style

• Start by figuring out your default management style. Are you the take-charge type (autocratic)? Do you prefer to collaborate and get everyone’s input (democratic)? Or are you more hands-off, letting your team do their own thing (laissez-faire)? There are plenty of online self-assessment tools to help you discover your natural style. Try tools like the Leadership Style Assessment by MindTools or the DiSC Personality Test. These assessments provide valuable insights into your leadership tendencies and preferences.

Be Flexible

• Be prepared to adapt your management style to fit the situation. If you’re dealing with a crisis, an authoritative or coercive style might be necessary. E.g. if there is a deadline and a challenge arises, you may just need to tell people what to do even if it is uncomfortable so that you can meet the deadline. But be careful, you don’t want to overuse this management style because it can definitely damage the team culture with prolonged use. For facilitating creativity and innovation, a democratic or coaching style could work wonders. It invites people to give input and to have their voices heard. Be careful to actually listen and be honest about what you can implement now, what you may be able to implement later, and what you will not be able to do. Do not make promises that you can’t keep. It is better to under promise and over deliver, than the opposite. The key is to keep your management repertoire versatile so that you are able to meet your team’s needs in all situations.

Get to Know Your Team

• Understanding the unique personalities and strengths of your team members can help you choose the right management style. Some folks thrive under clear, directive leadership, while others blossom when given more autonomy. Take the time to get to know your team – their preferences, their strengths, and their quirks. This will pay dividends down the road as your team encounters a variety of situations.

Communicate Clearly and Often

• No matter which management style you are adopting, clear and consistent communication is a must. Goleman emphasized that leaders who communicate well can create an atmosphere of trust and clarity. Regular check-ins and updates, open-door policies, and clear directives can keep everyone on the same page. Share what you can, when you can, with your team. Nothing is worse than them finding out important information from someone else or from office chatter. I once was in a meeting with someone who had no idea that her manager was out of office for the week. Talk about awkward, when I said it quite matter of factly like it was common knowledge and she had no idea what I was talking about. Don’t be that kind of manager. Talk to your team.

Be Open to Feedback

• In addition to talking to your team, listening to them is equally important. Ask for feedback from your team about your management style. It might be uncomfortable, but if you create a structure where it is expected regularly it becomes a part of the team culture. E.g. once a month I ask my team what I should start, stop and keep doing. It’s low key, it’s expected and I make sure it happens. And when they share, listen. Look for something valuable in their words, their delivery, their rationale. It takes bravery to give feedback to the person who writes your annual reviews and quite possibly impacts your pay, so honor that bravery. Thank them and take action. If your team knows that you will listen, they will share constructive feedback and help you to adjust and improve. The added bonus is that it shows your team that you value their opinions and are committed to being the best manager you can be for them.

Remember, being a manager is a privilege and should be treated with respect. It’s not an opportunity to be on a power trip. You get to inspire your team to perform their best. By understanding and adapting your management style, you will improve as a leader and create a harmonious and productive work environment.

And remember, every time that you are learning something new, you will make mistakes. So give yourself grace, be optimistic, and be willing to laugh at yourself and with your team. Happy managing!

Goleman, D. (2000). Leadership that Gets Results. Harvard Business Review.

Lewin, K., Lippitt, R., & White, R. K. (1939). Patterns of aggressive behavior in experimentally created social climates. Journal of Social Psychology