Managers play a pivotal role in shaping the culture, productivity, and overall success of an organization. Just like employees, managers come in various styles, each with its own set of strengths and weaknesses. Let's take a closer look at different types of managers:
The Authoritarian Manager
Authoritarian managers are all about command and control. They make decisions unilaterally and expect strict adherence to their orders. While this style can be effective in certain situations, it can stifle creativity, disempower employees, and create a culture of fear.
The Passive Manager
On the flip side, passive managers are hands-off and often indecisive. They may avoid conflict and delegate responsibilities without offering guidance or support. While this approach can lead to a relaxed work environment, it can also result in disorganization and a lack of direction.
Micromanagers can't resist the urge to be involved in every detail of their team's work. While they may have good intentions, this approach can be overwhelming for employees, erode trust, and hinder creativity and autonomy.
The Transformational Manager
Transformational managers are inspirational leaders who encourage their teams to reach new heights. They are visionary, empathetic, and skilled at motivating and inspiring their employees. However, they may sometimes struggle with providing clear direction or making tough decisions.
The Coach Manager
The coaching manager is the type of manager that every organization should strive to have. Coaching managers value their employees' growth and development, actively guide their teams, and foster an environment of collaboration and continuous improvement. They provide regular feedback, set goals, and empower their team members to take ownership of their work.
Assessing Your Managerial Style
Now, it's time to reflect on your managerial style. Which of the above types do you lean towards? What are your strengths and areas for improvement? Assessing your style is the first step towards becoming a more effective manager.
Becoming a Coaching Manager
If you want to become a coaching manager, here are some steps to consider:
Build Relationships: Focus on building strong, trust-based relationships with your team members. Understand their individual goals, strengths, and areas for improvement.
Provide Feedback: Offer constructive feedback regularly, both positive and negative. Help your employees grow and learn from their experiences.
Set Clear Expectations: Define clear goals and expectations for your team. Ensure that they understand their roles and responsibilities.
Empower Your Team: Encourage autonomy and let your team members take ownership of their work. Support their decision-making and problem-solving.
Encourage Growth: Invest in the professional development of your employees. Provide opportunities for training, mentorship, and skill-building.
Lead by Example: Be a role model for the behavior and values you want to see in your team.
Managers come in all shapes and sizes, each with its own unique approach. The coaching manager, with their emphasis on growth, empowerment, and collaboration, is often the most effective and desirable style. But no matter where you currently stand, it's never too late to evolve your managerial style.
SueQ Co. is ready to train your team how to become coaching managers! Check out our course here or reach out to us at firstname.lastname@example.org!