It’s difficult to manage people effectively and no one is born to learn how to do that. Management will, luckily, be learned.
Types of Management Techniques
Still wondering what sets good managers apart from the rest? Are they more interested or do they possess better leadership skills perhaps? You want the best for your business or company and its staff, as a current or future boss. That is why familiarizing yourself with the various management techniques and styles is critical.
Styles of management, and organizational effectiveness
A manager has his own way to train the team and make things work out. His methodology impacts employee performance and productivity in a different way. Different management styles and strategies have different outcomes that affect the company in terms of effectiveness, organizational culture, work performance and other key factors.
Management style is the way team leaders and managers use their influence in the workplace, communicate with workers and achieve their goals. The types of autocratic, democratic permissive, persuasive and laissez-faire leadership are commonly used across organizations around the world. Every one of these is distinguished by different techniques of management.
Studies show a direct link between leadership style and success in an organization. Experts say a more human-oriented management style in terms of employee satisfaction appears to yield better outcomes. Motivated and motivated workers are more likely to try their best to achieve the company’s goals and help the business grow.
Different Management Styles
Whether you are running a small team or an entire organization, take the time to learn about the different management styles and their effect on the success and happiness of the employees. You will later develop your own management style and experiment with different strategies to inspire the team and make sure the company’s goals are met.
Good managers are versatile and can adapt their leadership style to suit various teams, cultures and even the needs of individual employees. They can switch from a democratic style to a style of laissez-faire, and vice versa depending on circumstances.
1. Authoritative Style
This style of management is distinguished by a strong hierarchy within the company and strict policies. Top managers hold all the power and take decisions without consulting or asking for input from their colleagues. Employees not completing their duties or following orders will face disciplinary action.
Although the authoritative style leads to quicker decision making, it can also lead to costly mistakes and affect the morale of the employees. The decisions you make may not be the organisation’s best. Gaining a second opinion can sometimes give you a new viewpoint and give you more complete information.
Leaders who follow the authoritarian style of management have little faith in their staff and plan to execute their orders without further debate. The dilemma is that if the plans are vague or the employees don’t believe in your dream, they may not be able to make things happen. Additionally, imagination and self-expression are missing.
2. The Directive style
The style of leadership is quite similar to the style of authority. Managers expect their workers to execute orders as instructed and to follow the rules. It’s critical that you provide clear instructions and adequate training for this approach to work.
The path-goal philosophy behind this kind of management says that leaders have to set clear targets for their workers and show them how to achieve those goals. It helps to increase the confidence of an employee that their efforts and hard work will help them achieve the objective, which in turn will lead to bonuses.
Directive leadership works best with unqualified teams as it allows them to expand their knowledge and acquire expertise. Workers know they will be granted more flexibility if they get the job done, and their efforts will be appreciated. Additionally, this form of management is suitable when you need to make quick decisions and deal with workplace emergencies.
3. The Affiliative style
Affiliate leadership aims at promoting unity between managers and their workers. Managers value their employees and inspire them, take pride in their ability to keep them happy and tend to offer positive feedback. The main goal is to create an equilibrated environment and avoid conflicts.
The management style, however, has its drawbacks. Managers frequently neglect the poor performance of workers and may not be able to deal with their teams when faced with complicated challenges. Employees can therefore settle for less, and struggle to reach their full potential.
Ideally, if your team needs reassurance and inspiration use this strategy. Encourage the staff to focus on improving their skills and aim for the best. A steady stream of positive feedback could turn against you and prevent your team from reaching peak performance.
4. The Democratic style
Democratic leaders empower their employees to take part in the decision-making process and work together to solve problems. This style of management fosters an innovative and collaborative atmosphere, promotes collaboration and ensures effective communication.
The views of the staff are factored into before the manager makes decisions, which leads to increased morale of the team. Leaders inspire staff by rewarding team effort, and building loyalty and respect. The leadership model is adopted by Google, Amazon, Twitter and other prominent businesses.
The downside is that there may be disputes and procrastination about this strategy. If the workers do not agree with the boss, and vice versa, there may be tension. The decision-making process is often delayed, in addition.
5. The coaching Style
This style of management, as its name suggests, focuses on investing in people so they can develop their skills and become better at what they do. Managers use the methods of mentoring and coaching to help their team members develop professionally and reach their full potential.
The style of coaching works best in organizations where managers have deep knowledge and experience in their field of work. If you don’t have the experience to mentor people, you might not get noticeable results. In addition, this form of management is unlikely to work in a crisis situation or when fast decisions are made.
6. The Pacesetting style
Managers who practice this style of leadership have exceptionally high expectations and encourage staff to follow their example and aim for the best. Unfortunately people’s motivation isn’t their strongest point. Often pace-setting leaders fail to provide clear instructions and guidance which can cause organizational uncertainty.
This style of management works best in organizations which deal with expert teams. Such individuals need little coordination, because they already know what to do. These types of management can be further broken down into several groups, depending on the individual characteristics of the manager.
Other techniques for Management includes
1. Set relevant goals
Goal setting is important. It lets employees put their tasks first and focus their efforts. You should make sure that when setting goals for employees they are SMART goals (specific, measurable action-oriented, realistically high time-and resource-bound). The goals also have to be important to the employee. Sufficient incentives should be defined for the achievement of the objective and the consequences for the loss. This will ensure that the target and what it takes to accomplish it will climb to the top of the “To Do” list of employees.
At the end of his career, H.L. Hunt, the self-made petroleum billionaire, was asked to name performance criteria. He responded, “There are only two real lifelong conditions for success. The first prerequisite is to decide exactly what [set targets] you want. That is never the argument that most people get. The second requirement is to decide the price to be paid in order to get it, and then to agree to pay that price.
Create a plan to achieve them after setting goals with the employee. The employee will need to adhere to a set of actions to achieve any single goal. A target is just a vision, without an action plan. It isn’t true and probably won’t happen.
Many people don’t understand how larger projects, goals or activities can be broken down into actionable measures. You can use the experience and know-how as a mentor to direct the employee. Through restricting them to what the employee would fairly do within two weeks, keep the number of acts from becoming excessive. Set deadlines and even a fair deadline, for when the employee completes every phase of the operation.
Eventually, holding a meeting that takes place every week on the same day and time will give you a framework for tracking progress and establishing a clear timetable for your employees. The meeting may be as short as 15 minutes or as long as an hour but three parts should be included. First Segment: Have the employee report their progress to you. Second segment: Provide input to the employee and help him or her overcome obstacles that stand in the way. Third Segment: Set new actions, including the completion dates and times.
3. Inspire your Employees
To Maximize the probability of your workers meeting their goals, inspire them. Which means 3 things. Next, you must adequately prepare your staff to perform the tasks required to attain their objectives. It includes giving the employee ample time to practice the new skills to allow them to become proficient.
Second, get your people motivated. It should define incentives for success and penalties for failure. Yet bear in mind that an atmosphere that relies exclusively on either incentives or penalties will build a toxic culture: you will have workers who either are used to the life of a country club or who live in fear of error making. Neither is conducive to efficiency over the longer term.
Eventually, eliminate roadblocks which are under the control of the company. Make sure workers are provided with the tools, resources and information they need to do their work. It also includes the implementation of appropriate policies and procedures to remove roadblocks.
4. Check out performances and make necessary adjustment
Once you have completed the above three steps, you will need to evaluate the results and make any necessary adjustments. We are not talking about annual assessments of the results. A formal review can occur only once a year, but effective management requires a much more regular assessment of results.
With workers new to the company or learning a new job, you may need to assess results on a daily basis, or maybe even more frequently. Get off your desk and computer screen and go around the room where your employees are working. Stop speaking, and ask questions. Be ready, and be involved. Employees with demonstrated competence can need only one weekly meeting to stay on track. But in either case, to help both the company and the employee, you should take an active role in tracking and reflecting on the results.
It’s really hard to manage men. It’s not an exact science and there’s no magic wand to make sure you get it right at all times. Unfortunately you’re not always going to get it right. And top-notch managers make errors. The good news is that well managing people is an acquired skill. You will develop your skills in this field with practice. Which needs a concerted effort on your part.
“Nobody can teach you how to listen to your heart, but I found it to be a vital management aspect. As I look back at turning points when things went wrong, I remember that these were moments when I didn’t trust my intuition” –Darrah Brustein, Network Under 40
6. Emotional Intelligence
“Emotional intelligence is the one management strategy you can not learn in school. Only practice can help you to realize that all people are different, how to distinguish their beliefs and how to give them what they want, instead of a blanket approach.” –Vladimir Gendelman, Company Folder, Inc.
“Employees are searching for leaders who persevere through major setbacks and obstacles. Education doesn’t teach you to maintain a positive outlook when things aren’t going your way, but being able to do this as a leader will inspire your staff to take the same approach. However, if you have a whole team that can get back up after a fall, ultimately the company can understand the hardest targets.”-Alexdandra Levit, Inspiration at work.
“Building the confidence and skill set of others is something that students are not supposed to do or are encouraged to do, but it is the most important feature of a great leader.”- Christopher Kelly, Convene
9. Active Listening
“You can’t really learn how to listen actively from any theory provided in a book. Instead you have to be with people out there, learning how you understand them. You will learn by talking to others and see how they are listening to you consciously or not listening to you so you can decide how that works. This is an interactive lesson which needs to be implemented.”-John Rampton, Due
“While everyone wants to be a businessman, not everyone has the enthusiasm for that. Anyone can start a website or company, but without the passion and dedication that is needed, it’s just another job or side project that won’t get 100% of your attention. While “company” can be taught in general, passion can not.” – Zac Johnson, Blogger.