Does your management style hurt your team?


Being an effective leader is a tough job. Along with different employee personality types the longing for independence and the rise of remote workers, establishing the best management style for your team is the most important thing.

One of the duties of a leader is to perk up the performance of the organization. Two major components of decisions are the level of buy-in associated with it and quality of the decision. Effective leaders want them both.

Sadly not every leadership approaches are the accurate ones. Here are a few management styles which are not forever effective in the modern workplace.

Why collaborative communicative leadership:

Collaborative style is the only one that works out. In this manager can take efficient decisions and create the needed support between his or her team.

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The compromiser:

These types of people are less on creating interpersonal strain between team members but are unable to manage options and be more efficient as a team. A compromiser cannot get a better outcome as the bar is moving constantly.

The competitor:

A competitor does whatever he likes to. They have a well thought of mind and can come up with great ideas. Most of the competitors push their team members to the point of frustration that would lead to effective decision but a bit problem among him and his employees.

The accommodator:

These kinds of people are determined by a need of Social declaration and they are just in a need of being liked by their squad. It has been assumed that such leaders are peace keepers and be likely to keep away from decision making and conflicts.

Such people can never be relied on for taking hard decisions when needed.

The avoider:

Avoider is always afraid of taking risks and having few good ideas. They are all the time avoiding confrontations with their employees and the work is not done. Some managers might call up meetings and then reschedule it, or either move in or out of the meeting, taking care of more important things or business.

Such people make problems bigger by not dealing with them or avoiding them throughout.

It has been concluded that you can foster a culture of integration and collaboration with open communication up and down the business. A great leadership quality includes encouragement of respectful dialogues with the employees before taking impactful decisions, and also asking for opinions of employees over the decisions taken.