Successful management of the company requires many qualities that are part of your personality, such as character, values, upbringing, moral standards, the ability to overcome difficulties and not be upset because of failures. Knowledge of these qualities is necessary in order to correctly determine the most effective type of business and people management for oneself.
The absence of an effective management style usually means a lack of direction of development. Such important components of the success of any business such as sales, customer service, innovation and personnel management depend on how well you know yourself and what methods to conduct business use. And also, whether these methods suit you personally. Let’s look at the most popular styles of business management, so that you can draw the appropriate conclusions for yourself and take something for service.
Some people think that the autocratic management style does not like employees very much, since the relations of subordinates with their superiors are similar to those of a monarch and subjects. However, this style of management can be very effective in skillful hands. Its main value lies in the fact that decisions are made solely, and therefore quickly. We do not need any meetings, meetings, brainstorming sessions, pros and cons, approval of partners, and so on.
Nevertheless, it is a double-edged sword. After all, in this way you can lose initiative people who want to get more freedoms and pretend to some high office. As a rule, they are bad performers, because they have their own opinion. Other people may simply not resign themselves to such a management style and go in search of a democratically minded superior. And this entails a turnover of personnel and potential delays in the execution of current affairs. Therefore, it is better for a monarch to become in situations when important decisions should be taken without delay in order to prevent a crisis.
This style of management is similar to autocratic, with the only difference that first the manager will make decisions, then voice it to trusted persons, and after listening to all the considerations and statements, he will act as he sees fit, no matter what they advise him. The decision can take into account the advice of the staff, and may be completely opposite to them.
The consultative management style is great for those moments and for those employees who are important for their professionalism to be evaluated at the proper level. Participation in the discussion and decision making gives rise to the feeling that they really represent a value for the organization in which they work. On the other hand, people who are outside of these discussions will suffer because of possible favoritism in your company and double standards.
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This type of management is based on the fact that employees themselves offer solutions to the manager and give arguments in favor of their rightness. The leader, in turn, listens to the arguments and chooses one of the proposed options for solving the problem. This method helps to create a good trust relationship between superiors and subordinates, but is fraught with the fact that the head relaxes, goes on the occasion of employees and sometimes takes not always the right decisions.
The essence of this style of management lies in its name. But for its implementation you need a well-established feedback with subordinates of all ranks. It is necessary not only that people get information to the authorities, but vice versa. And so on several times, thus it is fast enough and without censorship on places.
This style is great for checking the reliability of complex solutions in the B2B sector, working to unify the team and identify talented individuals. However, it is connected with the constant delays in the decision-making, and therefore is not suitable for those situations when it is necessary to act immediately.
This is more mentoring than management. Leaders of companies act more like consultants, when employees require help or the manager sees that the team does not cope, and does not interfere if they are not approached for help, continuing the search process. The head takes the post of observer, giving decision-making to the subordinates.
This style of management works well in a creative environment and situations where the right template answer simply does not exist. For example, when starting and promoting a startup. In order for this type of management to be successful, you need to carefully select your team at the hiring stage and check the staff competence levels, otherwise unqualified cadres will ruin the enterprise, as well as be patient.