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MANAGERIAL STYLES

DPM 201

If you’d use this presentation, just give credit to the person who made this.

LOGOAre you a ‘One-Trick-Pony”

That style is:

• One the manager became comfortable with early on

• Inappropriate in many situations

Definition:

• “One-Trick-Ponies” rely on just one managerial style

LOGOA real career-inhibitor

• A ‘comfortable’ style holds you back

• The hard-to-accept reality: “What got you here won’t get you there.”

HereThere

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Earn the respect of company leaders

Achieve higher performance levels

Get those coveted promotions

Mastering managerial styles can help you:

Earn the respect of your subordinates

Become a versatile, multi-faceted leader

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LOGOFacts

People are complex

No ONE style always works

Management gets more complex, ambiguous, unpredictable

Managing people is complex

LOGOSIX MANAGERIAL STYLES

Command & Control1

Relating2

Democratic 3

Coaching

4

Hands-on

Goal-setting

5

6

LOGOCommand and Control

Giving orders and demanding action

“I know how to do it (or what

to do) – you don’t”

LOGOCommand and Control (Positives)

1

Effective in some situations

2

Examples: When teaching new skills In times of crisis and high-risk

3

Great managers use it convincingly

LOGOCommand and Control (Drawbacks)

1.People don’t really like it very much

2. Management does not have enough time to micromanage (hit and run management)

3. Individual contributor always have more information than the leaders

LOGORelating Style or People Oriented

Building rapport among employees

• Encouraging teamwork

• Reinforcing common goals

Building rapport with employees

• Understanding their families and personal interests

LOGORelating Style (Dangers)

If overused, managers can’t:

• Make tough decisions

• Take charge in a crisis

• Push for performance

Management is not a popularity contest

LOGODemocratic Style

Tapping

employees’

knowledgeTapping

employees’

knowledge

Gaining buy-in

Gaining buy-inBuildingconsensus

Buildingconsensus

Demonstrating openness as a

leader

Demonstrating openness as a

leader

LOGODemocratic Style (Positives)

Effective when planning:

• Broad input gives you a better plan

• You get buy-in from implementers of plan

• Avoids detaching team from plan goals

LOGODemocratic Style (Drawbacks)

• Execution requires an autocratic style

• What if the plan gets off track?

• There is more time spent

making decisions and talking through issues

LOGOGoal-setting Style

1

The leader articulates what needs to be done.

2

It is NOT about telling people how to do it

LOGOGoal-setting Style

3

considered the most important style because the stakes are high. You reveal:

• Your vision (or lack thereof)• The quality of your judgment• Your willingness to delegate

LOGOGoal-setting Style

• Identify your goals

• Write down what you want to achieve for each identified goal

• Break goals into measurable steps

• Allocate people to do the action

• Create a fail-safe tracking method to monitor success

5 STEPS REQUIRED TO PUT YOUR GOAL MANAGEMENT

SYSTEM IN PLACE

LOGOHands-on Style

• Intervening when there’s a problem and helping people get things done

• Involvement in decisions and the work of the staff and when to give them space should be known

• Takes confidence in oneself and faith in people.

LOGOHands-on Style (Dangers)

Hands-On Style is ineffective when:

• The manager thinks, “Everyone else is incompetent, so I’ll just do it myself.”

• People asked for advice, not intervention

LOGOHands-on Style (Dangers)

• Twin sister of Command & Control

• Dis-empowers employees

• The ultimate morale killer

LOGOCoaching Style

Formal or informal mentoring of people youbelieve will succeed. It’s about: • Asking questions • Offering advice and direction • Ensuring that learning

has been assimilated

LOGOCoaching Style

It’s about long-term people development

One-trick-pony Command & Control and

Hands-On managers lack this style

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More empowering and motivating

Every person is unique

Companies are downsizing

Why is coaching style growing?

Evolution in management thinking

Global competitiveness

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Not knowing how

Ego and attachment to being the superior

Misplaced belief “what to do” and “how to do it”

What stops coaching style from being used?

Assuming people to be like the manager

Fear of losing control

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Belief in every person

Let go of being right

Listen with all the senses”

Tips to successfully use the coaching style

Ensure of the clear outcome

Reflectl

LOGOSelf Assessment

Which style do you MOST rely on?

Is over-reliance on one style hurting you?

Which do you LEAST rely on?

When have you used the wrong style?

How can you develop all 6 styles?

LOGOFlex Your Muscle

Concept

Text

“Use ‘em or lose ‘em”

Seek out opportunities right away to deploy the various styles

Practice. Practice. Practice.

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Concept

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Types of Managers Based Upon Idiosyncratic Behavior

•Dump-and-Leave Manager•Absentee Manager•The Credit Snatcher•The Show Off Manager•The Please-All Manager•Pitch-Fork Manager

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Concept

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•The One-Stop Problem Solver•The Pontificator / Situational Innovator•The Passive Manager•The Proactive Manager

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Concept

Text

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