Management Styles: 1. The Coercive Management Style

Management Styles
1. The Coercive Management Style
The Coercive style is pretty much what it sounds like. The person practicing
this management style gives clear directions and orders. It’s a style best
embodied by the saying: “It's my way or the highway”. This type of manager
tends to keeps their team very closely managed and under control. Some might
even describe their behaviour as micromanaging. These types of managers tend
to be pretty tough to work with.
2. The Authoritative Manager
An Authoritative manager tends to be a visionary. These types of leaders focus

on providing long-term vision and direction for their people.
In terms of the advantages of this leadership style, the team tends to get the
clarity that they need and receive feedback to keep them motivated. In this case,
innovation and risk are encouraged if it supports the ultimate vision. A leader
who can pull off this style tends to be credible and able to use persuasion to win
over the team to their view and vision for how things will be accomplished. An
authoritative management style can come in handy when you're facing creative
problems that require a team to draw on different ideas to come to an out-of-the-
box solution. Moreover, it can give employees a sense of self-esteem to have
the freedom and flexibility to pursue their goals with a framework in mind --
minus the micromanagement.
3. The Affilitative Manager
A leader who uses an Affiliative style is all about creating harmony on the
team. These people tend to focus on people first, always. They tend to avoid
conflict and try their best to keep everyone happy. As you can imagine, this
style is awesome when collaborative work needs to be accomplished. It can also
be important if there are a lot of strong personalities on the team for an
affiliative style to create peace and minimize the conflict points while stressing
the group and team-work aspects. Sometimes a group of high-achieving Type
As personalities can thrive under an affiliative leadership style whereas
otherwise infighting and competitiveness could undermine group goals. This
type of management style may work better in environments or for operating
groups where pressures and stakes are lower.
4. The Democratic Manager
A manager leading with a Democratic style is someone who is looking to build

consensus and commitment amongst the group. On this person’s team, everyone
has input that is valued and valuable. The democratic management style works
especially well when you’ve got a team effort you need to be worked on and a
group that has some experience under their belt. It can take time to hear
everyone out and draw out everyone's contribution since some team members
may be inherently more risk-averse to sharing their views and ideas.
This leadership style can suffer and not be as helpful an approach if the crew
involved isn’t coordinated and has either little time or experience. While
brainstorms can sometimes be helpful, these sessions assume that people have a
real potential to contribute something of value to the group. During times of
crisis, it may be impossible to be a democratic leader. That's because sometimes
hearing everyone out is actually a waste of time if someone's expertise or
actions can solve something more directly and efficiently
5. The Pacesetting Manager
The Pacesetting management style belongs to the type of person who is setting
the pace for the rest of the team. In other words, this person is driven to
accomplish tasks according to a very high standard and is extremely goal
focused. They may delegate less than other types of managers and lead by
example and like to get their hands dirty with work, rather than manage. They
may expect excellence and self-direction from the members of their team and
that their colleagues follow their own example through their similar behaviour
and actions. This pacesetting method works great when the team is very
motivated and they’ve got the expertise already! Moreover, if you don't require
a lot of inter-dependencies and parallel work rather than constant collaboration
is necessary, then you can have the manager set the tone and pace of work and
everyone can follow suit rather easily.
6. The Laissez-Faire Manager
Similar to pacesetting managers, the Laissez-Faire manager gives her

employees a high degree of autonomy in completing their work and projects.
However, unlike the pacesetter, who leads by example, the laissez-faire
manager largely stays out of day-to-day projects, responsibilities, and decisions.
Still, she will take responsibility for the decision made by her employees should
issues arise. The laissez-faire manager will provide her employees with the tools
they need to do their jobs effectively but will stay out of the process of
completing projects and assignments. Employees of this type of manager need
to be self-motivated, skilled, and adept at solving problems on their own. In
addition, they will need to be quick and capable decision-makers.
7. The Coaching Manager
A manager with a Coaching approach focuses on the long term development of

their employees. This type of person helps and encourages their employees to
develop their strengths and improve. The focus is always creating opportunities
for professional development.This can be great when there’s a true need to grow
and it benefits the work at hand that the employee grows professionally. When
employees are truly in need of instruction and training, they appreciate and have
high job satisfaction if they feel their manager is investing in them. However,
this requires the manager to actually have the expertise, of course, and to
genuinely care and be good at teaching others. The coaching management style
may not be nearly as helpful when the manager tends to coach instead of having
tough conversations with someone who is struggling, or an employee is not
actually interested in learning but requires discipline and/or focus that can't be
improved by teaching. Other times, coaching managers may end up
inadvertently playing favourites or seeming to lavish attention on certain
employees who either seek out coaching or are perceived to need it.
8. The Transformational Manager
Transformational managers are all about inspiring their employees. While they
may be hands-off managers, their goal is to inspire, motivate, and effect change
throughout their organizations. They are not always present but create
organizational initiatives and a general attitude that sets the tone for the entire
business and its employees. Often, these managers have very high demands of
and expectations for their employees, and their vision may matter above all else.
Employees of these managers need to be self-motivated while believing
strongly in the company's vision and ways of approaching problems.
9. The Charismatic Manager
Similar to the transformation manager, Charismatic managers have a strong

vision and believes in transforming the attitudes and beliefs in her employees.
However, in contrast to the transformation manager, this type of manager is
heavily involved in day-to-day tasks and responsibilities, using her power to
influence her employees and ensuring that the goals of the organization reflect
her personal vision. With a charismatic manager at the helm, an organization
may depend heavily on its leader to set the tone, vision, brand, and even day-to-
day schedule.
10. The Supportive Manager
Supportive managers are hands-on managers who provide their employees with
the essentials necessary for completing their work while still giving them the
attention they need to solve problems. They tend to offer significant coaching
and will work through problems with employees as needed. While employees
may have autonomy, the supportive manager will step in when she is needed to
help rectify issues.

Management Styles: 1. The Coercive Management Style

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What are the main characteristics of an authoritative manager?

How does a democratic manager differ from other styles?

Management Styles

1. The Coercive Management Style

2. The Authoritative Manager

An Authoritative manager tends to be a visionary. These types of leaders focus

4. The Democratic Manager

A manager leading with a Democratic style is someone who is looking to build

6. The Laissez-Faire Manager

Similar to pacesetting managers, the Laissez-Faire manager gives her

A manager with a Coaching approach focuses on the long term development of

8. The Transformational Manager

Similar to the transformation manager, Charismatic managers have a strong

10. The Supportive Manager

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