Firm leader or creative collaborator? Do you lead from the front - or are you someone who gently guides your team to achieve your objectives?
Take our quiz to learn more about your managerial approach.
You have a more democratic style of leadership - where you make it a point of soliciting feedback from each member of your team. After all, you know that if every team member feels valued - you’re far more likely to get the best out of them to accomplish your team’s goals.
The good news is that this collaborative style of management can be powerful at building a sense of teamwork and buy-in for any big decisions.
However, you should take extra steps to ensure that collaboration doesn’t slow your team down. Sometimes as a manager, you need to be decisive - and with deadlines looming, make the quick and occasionally unpopular decision.
But as a collaborative manager, your team should be okay with this - they’ll know that their opinions matter, and that you will reach out to them as circumstances allow.
Now at first glance, you might think the word authoritative has a bit of a negative connotation. But we disagree - there’s always a place in teams for calm, firm leadership to keep things on track.
Sure, collaboration and cooperation all have their place - but carried too far, teams can be at risk of losing their way. In this increasingly fast-paced world, managers that embrace these traits can prove incapable of making the quick decisions required to succeed.
A word of caution however - it can be tempting to adopt a ‘I know best’ attitude, and try and make ALL the decisions. Continuous micromanagement can demotivate high performers, especially in the creative and high tech industries.
We recommend a ‘less is more’ approach - where you save your authoritarian moments for the most critical or time-sensitive situations. Your teams will stay flexible, happy, while on track towards their objectives.
You’re the type of manager who’s a born coach. Your team members are important to you on a personal level, and you excel at encouraging all of your reports to grow, strive, and improve.
Mentoring works best with small teams - as it requires a level of 1:1 attention that can prove difficult to scale up into larger organizations. If you have more than 7-8 direct reports, we recommend you adopt a different style to suit your bigger team.
One thing to watch out for - coaching only works where you have noticeably more skills and experience than your team. Certain personality types also can be resistant to the mentoring approach - so you might need to adjust your approach based on who are on your team.