Your management style refers to overseeing and making decisions regarding your team and their work.
Articulating your style can help you stand out in interviews and performance reviews.
This guide will provide an overview of common management styles, ways to identify your own, and tips for describing them effectively.
Types of Management Styles
There are several well-known management styles that each have their strengths and weaknesses depending on the situation:
- Autocratic – The manager makes decisions without input, closely supervises, and expects strict adherence to rules. This style can be effective in high-risk environments or when quick decisions are needed. However, it risks alienating employees.
- Democratic – The manager solicits input from the team before making decisions. This style fosters creativity and flexibility but can lead to lengthy processes.
- Laissez-faire – The manager provides minimal guidance and oversight. This style gives employees freedom but may lead to missed objectives.
- Coaching: The manager focuses on employee development through feedback and encouragement. This style builds skills over the long term but requires managerial time.
- Transformational – The manager inspires employees toward a shared vision and goals. This style unites teams behind objectives, but the manager must connect with employees.
Identifying Your Management Style
To determine your predominant management style:
- Reflect on how you make decisions – do you solicit input or make unilateral calls?
- Consider how you delegate tasks – do you prescribe methods or leave it up to employees?
- Examine how you track progress – do you closely monitor work or let employees self-direct?
- Look at how you give feedback – do you focus on strengths or correcting weaknesses?
- Evaluate your relationship with employees – are you hands-off or directly involved?
Describing Your Management Style
When explaining your communication management style:
- Use descriptive words like “collaborative” or “detail-oriented” rather than just naming a learning style. This provides more nuance.
- Share 1-2 examples that demonstrate your style in action. For instance, describe how you built up an employee’s skills if you have a coaching style.
- Explain the business context and why your style works well. For example, note how an autonomous style fits the needs of your creative team.
- Share how you adapt your style to suit different situations or employee needs when required.
- If you blend elements of multiple styles, summarize how you balance them.
Conclusion
Articulating your management style and conflict management style involves knowing the primary approaches, analyzing your tendencies, and using vivid descriptions and examples.
With preparation, you can effectively convey your style to interviewers, senior leadership, and team members.
Most importantly, your description should illustrate how your approach aligns with the role’s needs and work environment.
With over 30 years of experience in training and development, I am the founder of Oak Innovation, a company dedicated to empowering training professionals with high-quality, editable course materials. I hold a Bachelor’s and Master’s degree from University College Cork and have furthered my expertise with qualifications in Professional Development and Training from University College Galway. Since founding Oak Innovation in 1995, I have focused on helping busy training professionals and business managers enhance their courses efficiently by providing them with instant access to customizable training materials. Our training solutions have been trusted by leading organizations such as Apple, Time Warner, and Harvard University, reflecting our commitment to excellence.
