Directive, persuasive, delegative or participative management: what is your style?
What type of manager are you?
A manager is responsible for the management and distribution of tasks and people for the realization of projects. His role is to lead, encourage and support his team in order to achieve the objectives set. The missions and functions of a manager vary according to the sector of activity.
Today, being a good manager is subjective: some will say that you have to be authoritarian, while others will think that a good manager must support his team.
Reactive Executive details the different types of leadership to let you know what type of manager you are .
The 4 management styles you need to know
There are four main ways of managing in our society. Each brings added value but also has limits
1) Directive management
This management process gives great power to the manager. Many bosses use this method. The directive manager:
- gives instructions and wants them to be carried out on time
- is at the initiative of the procedures
- is determined to achieve its goals
If this management method is effective for the success of the objectives, it nevertheless has limits because it does not involve much team participation and can cause stress and discomfort for the latter, for fear of failing.
In addition, directive management leaves little room for autonomy and does not allow employees to flourish in their work environment, which can result in frustration, reduced motivation and can be a source of conflict.
2) Persuasive management
The manager can be persuasive, ie he will play the role of “coach”. He will motivate his teams and push them to surpass themselves. He influences more than he imposes: he pushes his team to question and question themselves in order to opt for the best final solution. He offers his collaborators and employees more autonomy than a directive manager; which allows you to be motivated and to surpass yourself . The persuasive manager:
- leads to team cohesion
- highlights the positive aspects
- talks a lot with his team
Persuasive management is very effective when the team lacks experience and needs to learn more. This style of management involves being charismatic and having a certain presence. Unfortunately, persuasive management is limiting in the final decisions because the manager remains in control, which once again leaves little room for employee participation.
3) Delegative management
Another mode of management is delegative management. As its name suggests, it aims to delegate a certain number of tasks to its employees. He thus attributes a large autonomy to his subordinates. Everything is based on trust with its employees . Very open-minded, he leaves carte blanche to his collaborators when it comes to decision-making.
The delegated manager:
- gives the results and objectives to be achieved by leaving free choice as to the action plans
- set up meetings
- listens and accepts the proposals of its collaborators
- is in favor of the creativity of his team
This type of management gives employees the feeling of being real decision-makers and reinforces their sense of belonging . However, the delegating manager may be considered lax to some due to withdrawal, lack of authority and productivity. Employees bear all the responsibility and can then feel disoriented and neglected, which could alienate the hierarchy and reduce the quality of work.
4) Participative management
The so-called “participatory” manager encourages his teams to contribute. He listens and likes to share. He involves his entire team at each decision-making stage, consulting them and informing them beforehand. For the participative manager, everything is built together. He is a manager centered on the relational and the human .
The problem with this type of management lies in the fact that there can be disorganization within the team and in particular a slowdown in the execution of tasks.
A new way of managing: situational management
The rapid evolution of our society pushes for ever more novelties. Situational management has recently been adopted by managers within their companies.
Situational management consists of managing in one way or another depending on the situations that arise. In an emergency situation, the manager will adopt a directive behavior. This style of management also makes it possible to adapt to each person.
If a person wishes to be accompanied, it will be necessary to privilege the persuasive behavior. On the contrary, if you want more autonomy, delegating management will be more suitable.
A situational manager can therefore adopt several types of management: he can be both directive and persuasive.
Know and know your type of management
The type of management that corresponds to us is sometimes difficult to describe insofar as a manager can be both participative and persuasive .
Numerous tools and exercises now allow self-assessment in order to identify one’s management style. Thus, two principles stand out in order to target this approach:
- Achievement of goals
- Relationships between humans
This first reflection will allow you to reflect and move towards the appropriate management.
Self-assessment questionnaires help in particular to identify the style of management. Some criteria of these exams will take into account: your personality, as well as your strengths and weaknesses. These tests will also take into account criteria such as the sector of activity, the personality of your team and the nature of the projects.
A typical scenario is often an exercise adapted to identify the behaviors and actions that correspond to a type of management. Thus, a period of rush or crisis is conducive to directive management for rapid and effective decision-making.
A period of change is difficult to adapt, especially for your employees, a manager must therefore be attentive during this time, it is therefore necessary to consider a persuasive, even participative behavior.
Advice to improve your management style according to your limits
There are several ways to improve your management style.
- The DISC method (dominant, stable, influential, conformist) aims to effectively develop communication by adapting to its employees. He takes into account the emotions of others in order to find adequate solutions.
- The Maslow method involves the issue of employee motivation, it is a pyramid that understands everyone’s needs. Thus, to progress in your management, it is a tool that managers can use.
- Active listening makes it possible to improve several areas of imperfections by treating the problem at the root and thus avoiding conflicts, particularly in the case of directive management.
Finally, using a management firm can be a solution to overcome the limits of your type of management. Reactive Executive specializes in management assistance and advice and finds solutions adapted to your situations and your needs.