3 Management Styles That Deliver Results

Poor management is known to jeopardise team morale, productivity and company culture, and it can present a serious risk to business’ talent retention. A 2022 survey found that 2 in 5 professionals have left a role because of their manager at some point in their careers, with 53% saying they’re considering leaving their job because of issues with leadership.

Not good statistics to hear during a changeable talent market.

On the other hand, great managers can shape a business – particularly where their teams are concerned. They can help build a healthy company culture, expand a brand’s capabilities, and support professional development on a broader scale. And in a survey of 50,000 professionals, employees who felt trusted by their manager were over 3 times more engaged at work.

Much more encouraging numbers.

To help you prioritise your talent retention and team morale, we explore three popular management styles, and how different leaders can create different impact.

#1: The Democrat

Using confident leadership, the Democrat understands the value of two-way communication, and will help create healthy, content teams that view their employer in a good light.

Often associated with integrity and communication, democrats will consult team members on any manner of decisions to gauge a better understanding of sentiment, and consider differing views or circumstances, whilst still driving company progress.

By using informed thinking and observations, democratic leaders help strengthen company culture and workplace contentment, creating a ‘safe’ environment for team members to express views and concerns using the appropriate avenues.

With this management style, team members are likely to take initiative due to feeling trusted and valued. They’re also more likely to accept business decisions they’ve actively participated in.

Great for:

• businesses that want to foster initiative and enthusiasm, or facing structural change 
• businesses that want to increase internal buy-in and engagement

Disadvantages:

• talent may feel resentful if a decision is made that contradicts their opinion or circumstance
• democratic managers still need to come to a conclusion – or risk becoming ineffective

#2: The Alchemist 

Otherwise known as the Transformational Manager, the Alchemist aims to accelerate change and progression in a business, and potentially in the wider industry, too.

Often associated with innovation and evolution, alchemists may offer alternative points of view on things like company needs or market trends, and motivate team members and even entire businesses to reconsider the status quo for brand revolution.

By encouraging out-of-the-box thinking, transformational management can support team diversity – in backgrounds, experiences, and abilities. Individuals will be driven to adapt and build their skillsets, and confidently vocalise ideas and concepts.

With this management style, team members are likely to remain dedicated to a company’s mission, and services or products, and motivated to play a role in shaping or reshaping an industry.

Great for:

• businesses in a competitive or fast-paced industry that’s more susceptible to change

• businesses or start ups that need to remain agile in the market 

Disadvantages:

• handled incorrectly, it could drive unnecessary competition rather than teamwork
• constant innovation without a clear goal could result in team members burning out

#3: The Coach

A purposeful, intentional approach, the Coach establishes a growth-based mindset amongst teams and individuals, and uses future-thinking to drive results.

Often associated with mentorship and development, coaches will emphasise a shared vision rather than specific outcomes or KPIs. Goals are often translated to the wider business picture, supporting internal buy-in, mutual trust and respect, and a deeper understanding of the company’s mission.

By supporting independent thought and decision-making, coaching encourages team members to discuss challenges, and work collaboratively to find solutions or tackle issues. Similarly, coaches invest in individual development, and will continually build their own skills and leadership capabilities.

With this management style, team members are likely to associate their current roles with future opportunities and career trajectory, often boosting productivity, morale and workplace fulfilment.

Great for:

• businesses that want to prioritise their talent development and retention
• businesses that prioritise company culture and value-led management

Disadvantages:

• this style may not be efficient with time-sensitive or difficult decisions
• a growth mindset can cause pressure and competition to continually develop skills

Finding your management style

There’s two important truths to remember in your leadership journey:

1. management can be a one of the most challenging roles in a business; and

2. regardless of who or how you lead, it’s likely you’ll face scrutiny at some stage.

In all likelihood, your management style will evolve and develop over time. It may shift depending on the company you join, the teams you run (and their pain points), and the market at the time. It will also evolve as your career does.

Regardless, there are still some consistent qualities that make great managers great, such as understanding how everyday tasks contribute to wider business objectives, providing feedback and constructive criticism, and accepting it yourself, active listening, delegation and much more.

Ultimately, effective managers continue to learn and build on their own skills – not just those of their team. Professional development is a two-way street, and the more you prioritise your growth, the more successful you’ll be as a manager.

It’s like they say: you need to fill your own cup before you can fill anyone else’s.