Who do you think is a great leader? Some celebrity? Your colleague or you yourself? Whoever he is, he has honed his management style over time and it is quite specific to him. Leadership styles are a critical factor affecting the entire company and its future. Moreover, some can destroy it. The Open Forum website has focused on the leadership styles that can bring your company more harm than good.
You can surely list many leadership styles from democratic, through visionary, coaching, participative, pacesetting to directive. At least, these are the classifications made by the American psychologist Daniel J. Goleman. The good news is that none of them is the best or the worst. Each has its own advantages, and each environment fits a certain type of leadership style. However, two of them bring more problems than benefits, and so it is necessary to use them carefully.
The style: "I am setting the bar."
This is the type of leader who forces the team to meet his high expectations, who is as strict to them as to himself, and someone who can quickly cross the line from praise to criticism. If he does not get the results he expected, he puts his own effort to redress. Many admire such a leader for his high level of organization and thoroughness, but this management style can hide plenty of negatives, especially in the long term. Employees feel overwhelmed by his demands for perfection, and their morale stagnates. Company objectives may seem clear to the leader, but his subordinates may not be of the same opinion.
The style: "Do what I say."
The directive or coercive style is also one of the least popular forms of leadership. Many ideas under this type of management can be damned before they are even uttered. Such a leader feels that he knows everything best, and employees loose the sense of responsibility for their performance under his leadership. In some cases, they are demotivated and angry, and their productivity decreases.
The way to self-discovery
Self-awareness is a key step to remedy the situation. Find out what characteristics define your leadership style. Do you think about people first (participatory style)? Do you encourage others to follow you (visionary style)? Are you interested in others’ opinions (democratic style)? Do you allow your people to test out their ideas in practice (coaching style)? Do you strictly require others to do what you tell them (directive style), or are you setting the bar (pacesetting style)?
If you find yourself doing the last two, do not panic. As already mentioned, even these two approaches have something in themselves. For example, in a crisis when those who are capable have to take the reins, you can cope by using a directive manner. However, control your approach in the everyday hustle and bustle of work. Express a personal interest in your employees. Do you remember their birthdays? Do you know if they have children or have any worries? These are all simple things that can ease your otherwise strict and demanding management style.
Pressure, feelings of inferiority, authority or even threats causes fear. Make it clear to employees that they do not have to worry about confiding in you, expressing their ideas and so replace an atmosphere of blame with one of instruction. If something fails, do not look for someone to blame, but take it as an example for the future. Finally, always keep your door open and be available for those who need you.
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