Styles of leadership and being adaptable

I am learning some very important lessons in managing people and style of leadership. Let me explain.

I have worked with different types of managers – from micro-managers to delegators to empowerers. Each one had a different style of managing people. But each individual was limited to one style of leadership. A micro-manager would micro-manage everybody in his team and a delegator would delegate everything without looking at the individual capabilities at the receiving end.

I have learnt that with each individual on team, a different leadership style is needed. Each one needs to be managed differently. Leadership styles can be collaborative, supportive or authoritative.

In this context, I read an interesting post over at Dan McCarthy’s blog “Great Leadership” which defines 10 styles of leadership.  Four important styles of leadership includes:

Directing Leaders define the roles and tasks of the ‘follower’, and supervise them closely. Decisions are made by the leader and announced, so communication is largely one-way.

Coaching Leaders still define roles and tasks, but seeks ideas and suggestions from the follower. Decisions remain the leader’s prerogative, but communication is much more two-way.

Supporting Leaders pass day-to-day decisions, such as task allocation and processes, to the follower. The leader facilitates and takes part in decisions, but control is with the follower.

Delegating Leaders are still involved in decisions and problem-solving, but control is with the follower. The follower decides when and how the leader will be involved.

Bottomline: Managers need to adapt their managing style depending on who they are managing.  One size does not fit all – and one management style does not work with all.