Effective Teams Start with Self Aware Leaders
By: Tullis Consulting & Financial Services LLC
Effective management is not a one-size-fits-all approach. Every business owner has a unique way of leading, shaped by their personality, experiences, and the specific needs of their business. Your management style influences employee engagement, team cohesion, productivity, and ultimately, business success. Without a clear understanding of how you lead, you may struggle with team misalignment, inefficiency, and high turnover. However, with intentional effort, you can refine and adapt your style to fit your team’s needs while ensuring it aligns with your business goals. Whether you are a hands-on leader who prefers direct oversight or someone who empowers employees to take initiative, identifying your management style allows you to create a structured and effective workplace culture. This guide provides practical steps to help you discover, develop, and adapt your management approach to build a thriving team and a resilient business.
Step 1: Understanding Management Styles
Academic research outlines several core management styles. Daniel Goleman’s seminal work on leadership styles (Harvard Business Review, 2000) identifies six distinct types:
Coercive (Commanding): This style demands immediate compliance and control, effective during crises or emergencies but often detrimental to long-term morale.
Authoritative (Visionary): Mobilizes people toward a compelling vision, highly beneficial for businesses needing clear direction and innovation.
Affiliative: Emphasizes emotional bonds and harmony, suitable for building team unity and repairing trust.
Democratic: Builds consensus through team participation, fostering innovation and collaboration but potentially slowing decision-making processes.
Pacesetting: Sets high-performance standards and leads by example, effective with highly motivated and competent teams but may lead to burnout.
Coaching: Focuses on developing employees for the future through mentoring and skill-building, ideal for long-term growth and employee development.
Understanding these styles thoroughly helps you discern your natural inclinations and their impact on your team.
Step 2: Identify Your Natural Management Style
To identify your style clearly, engage in reflective analysis combined with structured feedback:
Self-Reflection Questions:
Do I prefer immediate results or long-term development?
Do I seek consensus or prefer decisiveness?
How comfortable am I delegating responsibilities?
Do I tend to focus more on interpersonal relationships or achieving task-related goals?
Tools for Objective Identification:
DISC Assessment: Helps categorize your behavioral preferences into Dominance, Influence, Steadiness, and Compliance, revealing tendencies in how you interact and lead.
Myers-Briggs Type Indicator (MBTI): Identifies personality type through preferences in perception and decision-making, clarifying communication and management preferences.
StrengthsFinder: Highlights your natural talents, which can guide the development of your management style around your strongest attributes.
Administer these assessments and carefully review results to pinpoint your natural management tendencies.
Step 3: Adapting Your Style for Cohesion and Productivity
Management theorist Paul Hersey introduced the concept of Situational Leadership, proposing that effective managers adjust their approach based on the maturity and competence of their employees:
Directing (Telling): High task orientation, providing explicit instructions for new or inexperienced employees needing clear guidance.
Coaching (Selling): Combines directive and supportive behaviors, ideal for moderately skilled employees needing both guidance and encouragement.
Supporting (Participating): Emphasizes collaboration and relationship-building, suitable for competent employees who lack confidence or motivation.
Delegating: Low task and support orientation, appropriate for experienced, self-motivated team members who can independently manage responsibilities.
Practical Steps to Adapt Your Style:
Regularly assess team members' skills, confidence, and motivation.
Clearly communicate your adaptation, explaining why you’re using a specific style with each team member.
Continuously seek feedback to ensure your adaptation fosters engagement and improves productivity.
Step 4: Building a Team Aligned to Your Style
Once clear on your primary style, actively build a team that complements your strengths and mitigates your weaknesses. For instance, authoritative leaders benefit from proactive individuals who respond well to clearly communicated visions, whereas democratic leaders thrive with employees who enjoy participation and collaborative discussions.
Practical Exercise for Small Business Owners
Implement the 360-Degree Feedback:
Ask your team members to anonymously assess your management style.
Analyze results and pinpoint areas of strength and improvement.
Set specific goals to refine your style based on feedback.
Challenge Yourself
Commit to a monthly "Style Audit" to reflect on how your actions align with your intended style. Are you adapting sufficiently? Are your team's dynamics healthy and productive? Adjust accordingly.
Concluding Thoughts
Your management style is not static—it evolves as you and your business grow. Continuously refining your style, embracing adaptability, and actively constructing your team around your strengths ensures a thriving, cohesive, and highly productive environment.
References:
Goleman, D. (2000). Leadership that Gets Results. Harvard Business Review.
Hersey, P., & Blanchard, K.H. (1969). Management of Organizational Behavior: Utilizing Human Resources. Prentice Hall.