Management

8 different management styles and types - which is best for you?

January 23,2023

The 4 Different Types of Managers and 7 Management Styles

There are many different types of managers in the world. Some are great with people skills, while others excel at organization and planning. There is no one “right” way to be a manager – it all depends on the individual’s personal strengths and weaknesses.

In this blog post, we will discuss the different types of managers and their corresponding management styles.

The 4 types of managers

1. Top-level managers

The top level of management in an organization is typically composed of the CEO, CFO, and COO. These individuals are responsible for the long-term success of the company and make decisions that affect the whole organization. They sit at the top of a company’s hierarchy.

The Chief Executive Officer (CEO) is the highest-ranking manager and is responsible for setting the overall direction of the company.

The Chief Financial Officer (CFO) oversees financial matters and develops strategies to ensure the financial health of the organization.

The Chief Operating Officer (COO) is responsible for operational matters and ensuring that day-to-day operations are running smoothly. Together, these three top executives form the core of the management team and are responsible for making decisions that will shape the future of the organization.

Related: The 5 levels of leadership

2. Middle managers

Middle managers play an essential role in any organization. They are the link between top-level management and front-line staff, responsible for ensuring that initiatives are executed and that team members have the guidance and support they need to be successful.

Middle managers typically have titles such as department head, director, or chief supervisor. They serve as communication points between first-line management and top-level management., helping to ensure that communication flows smoothly and that everyone is on the same page.

In addition to their communication duties, middle managers also help teams execute initiatives, and provide guidance and influence for both top manager orders and first-line managers in assisting their staff.

Without middle managers, organizations would struggle to achieve their goals. These important leaders help to keep everyone focused and motivated, while also making sure that tasks are completed efficiently and effectively. If you’re looking to move up in your career, developing your skills as a middle manager is a great way to do it.

3. First-line managers

First-line managers are responsible for making sure that the organization’s plans are put into action. They occupy an entry-level management position and are often the first to see problems with the operation of a business. As such, they play an important role in keeping businesses running smoothly. They usually have job titles like shift managers, assistant managers, or office managers.

First-line managers are responsible for a wide range of tasks, including supervising staff, monitoring operations, solving problems, and implementing changes. They may also be responsible for training and development, budgeting, and communication. Because they are typically at the front line of a business, first-line managers play a vital role in its success or failure.

4. Team leaders

A team leader is someone who is appointed to manage a particular task or activity. The team leader is responsible for overseeing all the parts of their assignment. This includes making sure that all the members of the team are aware of their roles and responsibilities, and that they are working together to achieve the desired outcome.

Example of a team lead structure in an organization. Credits Asambly

The team leader also reports to a first-line or middle manager. In some cases, the team leader may also be responsible for leading training sessions or providing feedback to team members. However, the most important duty of a team leader is to ensure that the team is able to work together effectively and efficiently to achieve its specific goals.

7 types of management styles

A management style is a leader’s approach to providing guidance, authority, and control within an organization. Different management styles can be categorized by several methods, including how much direction a manager provides and how much freedom he or she allows employees. We’ll discuss the 7 most established management styles.

Related: Leadership Strengths: 12 Characteristics of Successful Leaders

1. Authoritarian/Autocratic management style

The authoritarian management style, also known as the autocratic management style, is a leadership strategy where decisions are made unilaterally by a leader without consulting with their team.

Many experts believe that this style of management is outdated and ineffective in today’s workplace, as it can lead to employees feeling disengaged and uninspired.

However, there are still some situations where the authoritarian management style may be the best option. For example, if a team is working on a deadline-driven project, the leader may need to make decisions quickly without taking the time to consult with everyone.

In such cases, it is important for the leader to be clear about their expectations and give employees the autonomy to do their jobs within the parameters that have been set. If used judiciously, the authoritarian management style can be an effective way to get things done.

2. Visionary management style

The visionary management style is all about big-picture thinking and long-term planning. This type of leader is often passionate and enthusiastic, with a clear vision for the future of their company or organization. They are able to inspire others to work towards a common goal, and they are not afraid to take risks in order to achieve their objectives.

While the visionary management style can be very successful, it is not without its challenges. This type of leader can sometimes be too focused on their vision, and they may have difficulty adapting to changes or setbacks.

Visionary leaders often expect others to share their same passion and commitment, which can lead to frustration and disillusionment if not properly managed. Despite these challenges, the visionary management style can be an extremely effective way to grow a business or achieve organizational goals.

3. Affiliative management style

The affiliative management style is all about building strong relationships with employees. According to this management style, happy employees are more productive employees. As such, the affiliative manager focuses on creating a positive work environment and fostering open communication.

This typically includes practices like showing appreciation for employees, providing support during difficult times, and offering regular feedback. The goal of the affiliative manager is to create a collaborative team that is motivated to achieve common goals.

While this management style can be effective in some situations, it does have its drawbacks. For example, the affiliative manager may have difficulty making difficult decisions that could upset employees. Additionally, this management style may not be appropriate in highly competitive or fast-paced environments.

4. Coaching management style

The coaching management style is all about inspiring employees and teams to be their best selves. Coaching managers rely heavily on motivating employees through feedback, encouragement, and positive reinforcement. When used effectively, the coaching style can help employees to feel empowered and motivated to achieve their goals. This type of management can also lead to increased levels of productivity and engagement.

However, it is important to note that the coaching style is not appropriate for every situation. In some cases, a more traditional management style may be more effective. However, if you are looking to inspire your team and create a positive work environment, the coaching management style may be right for you.

5. Pacesetting management style

The Pacesetting management style, as the name suggests, is all about setting a high standard and then leading by example to ensure that employees meet that standard.

This style is often seen as the most appropriate in highly skilled workplaces where there is little room for error and where quality is of the utmost importance. The key strengths of this style are that it can lead to very high levels of performance and that it can be highly motivating for employees.

However, it is also worth noting that this style can be extremely demanding and stressful for managers, and it can also lead to Conflict if employees feel that they are being expected to work at an unrealistic pace.

As with any management style, therefore, the Pacesetting style needs to be used in the right context and with due regard for the capabilities of those being managed.

6. Democratic management style

The democratic management style, also known as the participative management style, is a type of leadership in which group members are given the opportunity to have a say in decisions that affect the group.

The basic idea behind this style is that when people feel like they have a stake in the outcome of a decision, they are more likely to be engaged and committed to seeing it through. This can lead to better results for the organization as a whole.

Democratic managers typically solicit input from their team members before making decisions, and they may also give team members some latitude to make decisions on their own. This type of management style can be especially effective in creative industries, where employees may have good ideas for how to improve the product or service.

However, it is important to note that this style of management is not without its drawbacks. For instance, it can lead to decision-making paralysis if there are too many people involved in the process. Some team members may also feel like their input is not valued if they do not agree with the final decision.

8 Common Leadership Styles (and How to Find Yours)

When we think about different types of leaders, it’s tempting to group them into just two categories: good and bad. Maybe there was that former boss who made you feel supported and inspired. And maybe there was also that manager who was so critical, they made you wonder if you were even qualified to handle the afternoon coffee runs.

Yes, those are two drastically different kinds of management. But here’s the thing: Leadership style isn’t always so straightforward.

There are numerous styles of leadership that aren’t inherently good or bad—they’re just different. They all have their benefits and drawbacks, as well as their appropriate uses in certain scenarios.

Read on to find out why understanding your own approach matters, to get a breakdown of eight common leadership styles—along with their pros, cons, identifying characteristics—and to learn how you can change your leadership style.

What Is Leadership...Really?

Complete this sentence: “A leader is…”

What’s your answer? Someone who’s in a formal position of power? Whoever’s ranked above you on the org chart? The person with the corner office and the higher salary?

Those might be the traditional perceptions, but it’s important to recognize that anybody can be a leader. Yes, that means you, too.

Fundamentally, a leader is somebody who influences or guides other people through their own actions and behaviors. That might mean someone who’s the designated head of a department. But make no mistake—having that seniority isn’t a prerequisite.

Even if you’re not managing a team on a daily basis, you might still have to step into a leadership role from time to time. Maybe you’re spearheading an important cross-functional project or you have to host a meeting.

Those are opportunities for you to fulfill a leadership role and be looked to as an example. They’re also moments when your own leadership qualities and style will bubble to the surface. So, don’t write off these approaches as something that don’t apply to you just because you don’t have a C-suite role.

Why Is it Important to Understand Your Leadership Style?

Before we jump right into the nitty gritty, there’s one critical question that needs to be answered: Why the heck do leadership styles matter?

“Understanding how you lead and want to lead will give you a better sense of control over the size and scope of your reach and impact,” explains Joyel Crawford, a Muse career coach and leadership development consultant.

“Bringing awareness allows you to take ownership and responsibility,” adds Tara Padua, executive coach, entrepreneur, and startup advisor. “Our leadership style is a whirlpool of our values, our natural strengths and abilities, [and] our beliefs and experiences. Knowing your leadership style can help you align that whirlpool with your vision, goals, and even your organization’s mission and vision.”

Put simply, to have an impact as a leader, you need to be an effective one. And in order to be effective, you have to understand exactly where you’re starting from—as well as where you want to go. Knowing your current approach gives you a baseline that you can use to identify the improvements you need to make.

8 Different Leadership Styles (and Their Pros and Cons)

Here’s the good, bad, and the ugly on eight common, “textbook” approaches to leadership.

These styles are based on the findings of several well-known leadership researchers (such as Karl Lewin, Bernard M. Bass, Robert K. Greenleaf, and more). However, be aware that you’ll see different experts define these buckets differently.

1. Transactional Leadership

The best way to understand transactional leadership is to think of a typical transaction: I give you this, and you do this in return.

That’s really the basis of this leadership style. Transactional leaders dish out instructions to their team members and then use different rewards and penalties to either recognize or punish what they do in response.

Think of a leader offering praise to applaud a job well done or mandating that a group member handles a despised department-wide task because they missed a deadline. Those are examples of rewards and punishments in a work setting.

Needless to say, this approach is highly directive, and is often referred to as a “telling” leadership style.

Pro: Confusion and guesswork are eliminated, because tasks and expectations are clearly mapped out by the leader.

Con: Due to the rigid environment and expectations, creativity and innovation may be stifled.

You Might Be a Transactional Leader If…

You frequently use the threat of having to stay late when you need to motivate your team.

You’re constantly brainstorming clever ways to recognize solid work—your team can’t wait to see what you come up with after last month’s taco party.

2. Transformational Leadership

Again, with this leadership style, it’s all in the name: Transformational leaders seek to change (ahem, transform) the businesses or groups in which they lead by inspiring their employees to innovate.

These leaders are all about making improvements and finding better ways to get things done. And as a result, they inspire and empower other people to own their work and chime in with their suggestions or observations about how things could be streamlined or upgraded.

Under transformational leaders, people have tons of autonomy, as well as plenty of breathing room to innovate and think outside the box.

Pro: Leaders are able to establish a high level of trust with employees and rally them around a shared vision or end goal.

Con: In environments where existing processes are valued, this desire to change things up can ruffle some feathers.

You Might Be a Transformational Leader If…

You look at every single existing process with a discerning eye and a strong sense that it could be better.

You’re always encouraging others to get outside their comfort zones and push their own limits.

You could burst with pride whenever you see a team member achieve something that was previously thought to be impossible.

3. Servant Leadership

Servant leaders operate with this standard motto: Serve first and lead second.

Rather than thinking about how they can inspire people to follow their lead, they channel the majority of their energy into finding ways that they can help others. They prioritize the needs of other people above their own.

Despite the fact that they’re natural leaders, those who follow the servant leadership model don’t try to maintain a white-knuckle grasp on their own status or power. Instead, they focus on elevating and developing the people who follow them.

As Simon Sinek eloquently explains in his book, Leaders Eat Last: Why Some Teams Pull Together and Others Don’t, “leaders are the ones who are willing to give up something of their own for us. Their time, their energy, their money, maybe even the food off their plate. When it matters, leaders choose to eat last.”

Pro: This approach boosts morale and leads to a high level of trust, which results in better employee performance and a more positive company culture overall.

Con: It’s challenging. Constantly pushing your own needs and priorities to the backburner isn’t something that comes as second nature for most of us.

You Might Be a Servant Leader If…

You’re known for asking, “What can I do to help?” at least three times a day.

You place a high priority on removing roadblocks and helping others get things done.

You never think twice about helping out when you’re asked—because you know that your own to-do list will still be there when you return.

4. Democratic Leadership

You might also hear this leadership style referred to as “participative leadership.” Leaders in this category run groups and projects like…well, a democracy.

Even if these leaders are technically higher on the org chart, they emphasize working together and actively involve their teams in the decision-making process. Democratic leaders value ideas and input from others, and encourage discussion about those contributions.

They aren’t handing down orders from on high, and instead take a much more collaborative approach to getting things done.

Pro: Creativity and innovation are encouraged, which also improves job satisfaction among employees and team members.

Con: Constantly trying to achieve consensus among a group can be inefficient and, in some cases, costly.

You Might Be a Democratic Leader If…

You think the best meetings are the ones where everyone has an equal chance to weigh in.

You can’t remember the last time you made an important decision without getting input from at least one other person.

5. Autocratic Leadership

Autocratic leadership exists on the opposite side of the spectrum from democratic leadership.

You can think of this as a “my way or the highway” approach.

Autocratic leaders view themselves as having absolute power and make decisions on behalf of their subordinates. They dictate not only what needs to be done, but also how those tasks should be accomplished.

Pro: Decisions are often made quickly and strategically, and teams are kept on track as a result.

Con: Employees can feel ignored, restricted, and—in the absolute worst of cases—even abused.

You Might Be an Autocratic Leader If…

You think group discussions and brainstorming only slow things down, and it’s better if you make important decisions alone.

You dislike it when employees question your decisions—when you’ve said something, that’s final.

6. Bureaucratic Leadership

Bureaucratic leadership goes “by the book,” so to speak. With this leadership style, there’s a prescribed set of boxes to check in order to be a true leader.

For example, bureaucratic leaders have hierarchical authority—meaning their power comes from a formal position or title, rather than unique traits or characteristics that they possess.

They also have a set list of responsibilities, as well as clearly-defined rules and systems for how they’ll manage others and make decisions. They just need to follow that roadmap that’s laid out for them.

Pro: There’s plenty of stability. Since this is a systematized approach to leadership, things remain constant even through personnel changes and other shifts that threaten to rock the boat.

Con: It’s tempting to fall into the “we’ve always done it this way” trap. This approach can be inflexible and neglect to leave room for creativity or ideas from employees.

You Might Be a Bureaucratic Leader If…

You frequently find yourself asking how your predecessor handled certain scenarios—you want to make sure that you’re following the accepted procedure.

You always request confirmation that you’re doing things right whenever you’re tasked with something new.

7. Laissez-Faire Leadership

Do you remember the term “laissez-faire” from your high school French or history class? If not, let’s refresh your memory.

This is a French term that translates to “leave it be,” which pretty accurately summarizes this hands-off leadership approach. It’s the exact opposite of micromanagement.

Laissez-faire leaders provide the necessary tools and resources. But then they step back and let their team members make decisions, solve problems, and get their work accomplished—without having to worry about the leader obsessively supervising their every move.

Pro: This level of trust and independence is empowering for teams that are creative and self-motivated.

Con: Chaos and confusion can quickly ensue—especially if a team isn’t organized or self-directed.

You Might Be a Laissez-Faire Leader If…

You hardly do any of the talking in project status update meetings. Instead, your team members are the ones filling you in on where things are.

You’re really only involved in most tasks and projects at two key points: the beginning and the end.

8. Charismatic Leadership

You know what it means to have a lot of charisma, and that’s exactly what these leaders possess.

Charismatic leaders have magnetic personalities, as well as a lot of conviction to achieve their objectives.

Rather than encouraging behaviors through strict instructions, these leaders use eloquent communication and persuasion to unite a team around a cause. They’re able to clearly lay out their vision and get others excited about that same goal.

Pro: Charismatic leaders are very inspirational and effective at getting an entire group invested in a shared objective.

Con: Due to their intense focus, it’s easy for these leaders to develop “tunnel vision” and lose sight of other important issues or tasks that crop up.

You Might Be a Charismatic Leader If…

You’re known for giving amazing “rally the troops” types of presentations.

You’re usually the one elected to give toasts and speeches at various company events.

How Hard Is it to Change Your Leadership Style?

So you’ve familiarized yourself with the ins and outs of the above approaches…what if you’ve realized that you want to make some changes? Perhaps you’ve pegged yourself as a transactional leader and want to be more transformational, or you think you could incorporate more servant leadership into your existing style.

The good news: You absolutely can change your personal leadership style. “Your leadership style isn’t an annual membership,” says Crawford. Altering your approach is actually fairly straightforward in concept (although a little more difficult in practice), and you can do it at any time. The key is to swap out ineffective habits for new ones that are more in line with the style you’d like to align with, and “stay committed to practicing your new leadership style and technique.”

For example, if you tend to be autocratic and want to incorporate some more democratic practices, try some things that force you to relinquish some power like:

Requesting a second opinion on a decision you’re making.

Instituting a weekly brainstorming session with your team.

Asking a colleague to co-lead a project that you otherwise would’ve handled alone.

If you’re struggling to even figure out how you can be more effective or what the best leadership style for you is in the first place, Padua recommends that you start by thinking about a leader or mentor you admired. “What were their qualities?” she asks. “What did they do? What did they say? How did it impact you?”

That exercise can help you identify some traits that you’d like to implement in your own style.

Here’s the thing: There’s no such thing as a “perfect” leadership style, because leadership isn’t one size fits all. All of these approaches come with their benefits and drawbacks, and some of them will be more effective in certain scenarios.

That very idea has paved the way for one final style: situational leadership. It’s highly flexible and suggests that leaders should adapt their approach to the specific circumstances they’re in.

Regardless of where you think your own current style fits in, there are likely a few changes you can make to be even more effective. Like anything, leadership is a learning process, and it takes a little bit of trial and error to get it right.

“Don’t be afraid to make mistakes,” concludes Crawford. “That’s how we learn. Sometimes you may have to take a few tries at different styles to make things work. Be easy on yourself.”