Top 10 Best Management Styles – And Which Ones To Avoid

Cody Cromwell
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Strategic Management Style

The strategic management style is based in the US and has been influenced by the Japanese corporate culture.

The strategic management style was developed when US managers felt that they were losing control over their employees. The management style is based on strengthening the core values and concepts that are believed to be essential for effective functioning of the company and employees.

In this managerial style, employees are expected to adopt the company’s goals and values of the company. When employees are expected to think strategically, truly understanding the company’s purpose and defining and achieving all the strategies may not be easy. The manager will not be involved in the employee’s work.

Sometimes work is managed by putting job analysis. It is a process by which a number of tasks and the work required for achieving each task are to be listed. Each task is assigned with a number of responsibilities.

Problems arise if employees engage in the following below the required work. If employees are not clear with their work and responsibilities, it is difficult to manage them.

Once employees are engaged in work according to their responsibilities, the manager can take the role of an advisor. For strategic management, managers are not required to be close to employees. Instead, the manager would take the role of a facilitator. The manager would help employees to complete the assigned tasks and at times provide mid-term, quarterly, and annual goals to employees.

Pros and Cons of Strategic Management Style


One of the best ways to manage projects is through an iterative “management by walking around” methodology. However, this can be time-consuming and not very effective when working with a large team.

Another technique is SPM (Scrum Project Management), where project managers are assigned specific roles, such as sprints and burndown charts. This works well in small projects but is not scalable and does not have standardization that a large project would require.

So as you can see, both of these project management styles are very opinionated and not always applicable to different situations. That is why in this post we are going to analyze the different types of project management styles and compare them before recommending what we believe is the perfect project management style, which is Strategic Management Style (CMMI).

How To Know If Strategic Management Style Is Right For You

The need for both effective and efficient business management has largely increased following the economic recession of the late 2000s. Effectively, a business must be managed effectively to be able to survive in this highly competitive environment; equally as important, it must be managed quickly and efficiently so as to remain competitive.

Strategic business management is the way to achieve both of these objectives. However, it has been rather slow to develop, mostly because of the lack of understanding about what it entails.

As a result, there has been a struggle between the traditional bosses as they attempt to understand and explain this management style to their subordinates who are generally less familiar with it.

As one of the best job opportunities for the future, potential employees must make an effort to study more about this management style for familiarity.

Essentially, strategic management is when a manager plans, develops and implements strategies that result in a successful operation. This management style is concerned with how resources and competencies are combined to achieve a desired goal in a way that offers long-term benefits.

Strategic business management takes into account the combination of business competencies, work practices and organizational methods in order to achieve long-term business goals. These are known as organizational strategies and the following eight are the top ten managerial strategies that are mostly used in this type of business management.

Servant Management Style

The term "servant management" is often used to refer to a management style that involves the servant taking on the role of a subordinate, while the master assumes the role of the superior.

Employees and supervisors are sometimes confused while working with other people. But most often, employees misunderstand what their bosses want from the job. Popularly known as the 'servant management', this approach defines the method of management that focuses the employee and the employer as different sides of the same coin.

Servant management is considered as a highly effective approach in which the boss and the employee are in formal communication and come to work with the same attitude towards the job. The working environment is usually peaceful and cooperative and the productivity is invariably high.

The subordinate employee has to serve the needs of the master, who is the superior. The boss expects an employee facing some challenges to take up a leadership role at various occasions and resolve the issue.

Servant management emphasizes contribution in the workplace by giving opportunities to employees in the light of their abilities and letting them carry out their duties in accordance with their skills. This approach is used most by companies and organizations which waver from the traditional and formal management style of hierarchies.

Pros and Cons of Servant Management Style

This type of management style is based on a traditional view of the ideal servant – loyal, honest and eager to please. Trendsetters typically look towards the past for inspiration, while traditionalists take cues from the past as well as the present. This contrasts Servant Management with First-Job Management.

Pros -Leadership is based on human resources. Although it may seem like the manager should put the needs of the company before employee needs, work-life balance and cooperation between the employee and the manager is still expected. However, Servant Management pushes the boundaries of the works-related and the family-related. For the Servant Manager, the ultimate goal is to find balance as well as to strive for growth.

Cons- In Servant Management, employees are viewed as the means to an end. There is no regard for one's individual preferences or needs, so the manager expects to do all the work. There are no collaborative efforts between employees and managers.

In this management style, the manager wants to be in a position that allows him or her to make decisions unilaterally, and employees are expected to do your bidding. This is the type of environment that most MBA graduates get a job.

According to a recent survey, this is one of the worst management styles because it's the least stable and the least productive of all the management styles.

How To Know If Servant Management Style Is Right For You

The concept of servant leadership might be new to you, but it’s not to everyone else. For something that is "presumed with the best intentions", servant leadership still continues to inspire at an incredible rate. However, there are some misconceptions, as is evident from the concerns and questions that we get asked regarding it. Therefore, we hope to shed some light on them for you, with the help of this post.

If you happen to be overly concerned with how you are being perceived, then servant leadership may not be the best option for you as this kind of management style tries to focus on the strengths of all workers rather than their individual needs or performance. Also, in a servant leadership framework, each worker is allowed to develop as an individual without being hindered by restrictions from management.

This management style is not suitable for those who want to be in control of things; you cannot dictate who should and who should not be promoted, nor can you manipulate other employees. On the contrary, a servant leadership framework fosters a development environment that respects the skills, abilities and experiences of every employee. This is very good for leaders who are looking to produce results, because they won't get bogged down by the concerns of specific employees; it's a friendly environment that allows for experimentation without much fear of repercussion.

Transformational Management Style

Make up about 2/3 of management personnel. The Transormational style is the style to emulate, although, you may not be able to quite attain it. This is the perfect management style for the sick and depressed, and are only really capable of managing their peopel and their own lives. A Transormational manager will not be interested in policy, accounting, strategy, or marketing. They focus their attention on the direct reports who they control to make sure that those immediate projects get completed and are functional. They will also often turn to their team who are also on the same level as they are for extra work and on call time solutions. They prove themselves to be the most loyal of the managers and will place themselves in harms way. The Transormational manager is regarded as one who emulates and learns from others, and can be the most motivating of the managers. Its major flaw is its lack of attention to detail. The Transormational manager wants to know what they are working on and who it is for very quickly, and this can lead to a lack of detail. They are however considered the most likely to improve their people. Middle Management Management Style

Pros and Cons of Transformational Management Style

Transformational management style is a style of management that takes the characteristics of multiple best-practice management styles and incorporates them into one style. Some transformational managers may use some of the following best management styles in each situation, and some may choose to use just one or two.

Attributes of Transformational Management Style

The problem with transformational management is that it often labels managers as ‘good’ or ‘bad’ based on the relative strengths of the management style. If managers are more analytical (analytic management style) than transformational, they are ‘good’ managers. If they are more participative (coaching) managers than transformational managers, they are ‘bad’ managers.

Some may argue that the term good and bad is an oversimplification, but negative perceptions are difficult to change, particularly for managers and their managers. As a result, managers are likely to have a lower retention rate in transformational management style than other best management practices.

Critics point out that transformational management style fails to provide clear direction throughout the organization and that it can bog down the decision-making process. Their solution is to get away from this form of management and go back to the basics of manufacturing, which involves strict lines of authority.

How To Know If Transformational Management Style Is Right For You

As a manager, you have many different ways to manage your employees. You can do it directly or keep it more abstract and delegate. Of course, this will depend on the type of manager you are.

But as a general rule, the more hands-on you are, the more of a change it will be for you and your employees. If you’re in the middle of a major project or if you’re leading a new project, it’s not just as effective if you dump the responsibility on other people.

If you feel like you are not able to implement your plan successfully, or you may not have enough time to personally deal with it, it can be time to think about a new management style to deal with it.

Transformational Management is a very strong and forceful form of management. It is very direct and is characterized by a deep belief in the importance of freedom, trust, and commitment.

Transformational managers take responsibility for motivating, developing and keeping staff in order both at the macro and micro levels. Think of it as a set of core values rather than a specific management style.

Transformational managers provide high standards of performance mixed with peer accountability. They see management as a continual process of helping individuals step up and take control of their future by managing their goals, work, and people.

Lead by Example Management Style

While Yoda may have said: ‘All management is really about behavior and influence,’ when he said it, he may not have also considered that it was one of the most important things to consider when hiring a productive team.

Lack of coordination is like putting 100 people on ropes and calling it a jump.

You need to have a good core of people who can truly instruct and inspire the others to achieve the best results. But you don’t want everyone coming together and doing the same thing. You want people working together and driving the entire company. Unfortunately, you have to train people how to work specific jobs to build that skill, especially in an environment like an office where you can’t really afford to pay someone to do a job they are already doing. So what do you do?

Lead by Example.

People do what they see you do and follow what you say. Taking action shows your team members exactly how you want them to act. Make sure you are setting a good example for others, and they will soon follow you.

Of course you can lead by example without even saying a word. Work hard, show your team members how one does their job, and soon you’ll have a productive team.

Pros and Cons of Lead by Example Management Style

The intent of the LBE style is to set a good example and make sure that team members follow that example. The goal of this management style is to improve the quality of work to the benefit of the company

<br>The LBE style works best in a work setting that promotes team work over individual work. The team members will always follow the example set by their co-workers, who in turn will only set an example that has been successful for them. The LBE style best suits firms that are small or young (under 10 years old) and that are looking to establish the right work culture.

<br>The disadvantage of the LBE style is that it’s very difficult to manage people who set bad examples. The problem can only be solved by correcting that person’s behavior or demotion him. If the management style is implemented well, however, then it will give the right incentive to people to produce good quality work.


<br>A leader may give a clear example of what the code of conduct for an organization should be. They will set a good example by enforcing the code and making sure that their co-workers follow suit.

How To Know If Lead by Example Management Style Is Right For You

Organised people with leadership skills can naturally lead others by example. But what about those top-performing individuals who want more encouragement and direction? Here’s the good news: by improving your people management skills, you can improve your engagement and performance too. In fact, efficient leadership and exemplary people management will produce more outcomes than flailing at it alone.

But let’s be clear: it’s not as easy as it sounds because getting people to buy into a different mindset or new processes can be challenging. About ten years ago, for example, Singapore AirAsia had to introduce a new –be a superstar” culture to its staff.

The airline had three major problems. First, heavy reliance on flight attendants to check in and serve meals while engaged in other tasks had led to the flight attendants becoming –superstar” employees, and the system was in danger of imploding.

The airline also had a poor safety record and an ugly divorce with its unionized pilots. To make matters worse, the third problem was with its customers, who were the most difficult of all, especially when they were unhappy.

Collaborative Management Style

If a group is large or has a number of departments that are also large, collaborative management can be the most effective because it will delegate duties and responsibility among several individuals or departments. This can be particularly useful for companies that have many projects and a lot of employees, or companies that have a large number of products or services. Collaborative management is also a good management style to use if you’re building a large team.

A downside to this style is that if you choose a leader or supervisor, he or she will potentially have the most responsibilities. Personal relationship and interpersonal skills will become important for success.

As the leader, you will have to be an excellent decision maker and set the tone for the team and company.

An advantage to this style is that the change to the company culture or environment can include a lot of collaboration, which should benefit the team as a whole.

Pros and Cons of Collaborative Management Style

One of the key features of a collaborative management style (CMS) is that it includes a well-established, prudent leadership approach. The leader in a CMS makes sure the team is well-led, has the trust and support of the people in the organization, but the discretionary decisions lie with the people who are being led.

This means that the leader will work to establish the company’s organizational culture, values, and goals, then create a plan to realize these goals, which are established by all parties in the organization. Goals are measured and evaluated on a regular basis and are restructured as necessary so that they are realistic and reachable.

CMS Leaders work to include all people in the decisions and strategies of the organization. Successful CMS Leaders do not dictate how tasks are carried out or what decisions should be made, but instead empower people to make those decisions themselves.

This is an effective management style for highly collaborative and creative work teams. It is also effective with teams that experience high levels of inter-personal conflict as it increases information flow and collaboration.

The leadership style of a CMS requires a leader who supports the flow of information and is comfortable engaging with the ideas and opinions of their peers. It also requires a leader who can help develop a team of highly capable people and adapt to a changing environment.

How To Know If Collaborative Management Style Is Right For You

If you’re a small business owner looking to grow and create a better working environment for your employees, you must bridge the gap between owners and management staff.

Collaborative management is a style of management that relies on a partnership between management and those they manage. With collaborative management, a company’s employees feel involved …they feel a sense of balance. Together, the company’s owners and employees, or members, can identify problems and solutions to them.

The best managers are those who understand the needs of their customers. The best way to understand your customers’ needs is by involving them in decision making processes. Managers who allow their employees to contribute to decisions as well as have a say on how the team is managed and organized, thus leading a more beneficial working atmosphere that not only allows for creativity but also for productivity as well.

Learn more about business management by continuing to read the rest of this article.

Top Benefits »

  • Increases worker’s productivity and job satisfaction
  • Creates a more motivating and focused working atmosphere
  • Increases the loyalty and drive of your employees to work harder and smarter
  • Improves your productivity and profits
  • Increases customer satisfaction
  • Increases team spirit and discipline

Authentic Management Style

The Authentic style is based on the belief that the work of an organization requires the full participation of all employees and commitment of all management functions to the success of the company.

The Authentic style manager is committed to the success of the organization and the development of employees. This style is considered to be the best style to facilitate the growth and personal development of the leader.

However, this is a style that can only be practiced successfully by managers who are not micromanagers (too much control over small decisions) nor are they absentee managers (too little control over big decisions), from the Authentic style manager.

There is a fine balance between controlling employees and providing autonomy to managers in the Authentic style.

The main challenge of the Authentic style is that it requires the role of the manager to be very hands on. Too much of management involvement can create resentment in the employees.

Too little of management involvement can create resentment in staff, which can be the biggest barrier to authentically developing the Authentic style of management.

More good reads: … Learn how to analyze your organization's culture and how to change it to effectively deal with everyday leadership challenges.

If you don't know much about leadership style analysis, this post will give you some great tips on what it is and what you can do about it.

Pros and Cons of an Authentic Management Style

A style guide isn’t a one size fits all approach, and that’s probably the second biggest mistake business owners make when attempting to implement them.

If you’ve ever been involved in a project management project at some point in your life, you’ve probably come across a style guide at the very least on a regular basis. It’s a web page that contains all the instructions and guidelines for a certain assembly process.

It’s similar to the specific instructions your mechanic tells you when you take the engine out of your car, or the assembly instructions that are included in the box when you buy a refrigerator.

While an assembly style guide is generally useful, a style guide for your business is something a bit different. A business style guide is used as a simple way to keep everyone on the same page. If everyone knows and understands the guidelines, they’ll be able to work together more smoothly, and that can only help your business.

The problem with business style guides is that not every situation is the same, so it’s important to have a template that can be tailored to meet your specific business limits.

How To Know If Authentic Management Style Is Right For You

Everyone has a unique management style and characteristics. Naturally, managers have different behaviors and preferences. In a crisis, some managers may panic, while others remain cool and collected. That’s why picking a particular management style may be difficult. To help, you’ll need to understand what these styles are. It’s important to remember that no one style fits all groups – and some styles work well only in certain situations.

Also, you should consider how the style you select affects your staff. If the style has a lot of heavy-handedness, you may see your staff burdened or become disillusioned.

Here’s a look at some commonly used management styles (many of which you’ll find in this list):

Robert’s Rules of Management:

(4th ed., with Robert C. Camp)

So what do these styles and elements have in common? They’re all examples of the Matrix structure of management to which Robert refers. Every element is a different management style. For example:

Manager …

{1}. By the Book …
{2}. Goal-Oriented …

Authoritative Management Style

This style makes all the major strategic and operational decisions for the organization. This is characteristic of a controlling manager, but you may find it in a non controlling manager who is more overtly administrative than strategic minded. This type of manager is not likely to appreciate your suggestions or to take them very seriously. To him, you’re the employee and he’s the superior. You may be warned that if you make suggestions he might take them personally or become defensive or shoo you away.

This style managers concentrate on managing the employees, but don’t give them much guidance on how to go about doing their job. Whether or not this approach works depends on how informed and co-operating the employees are.


This style includes the Manager/Administrator’s. They are hands off in general and delegate as much as they can. They give you a lot of open ended operational, and not much strategic direction. This is work is very amorphous, are rewarding, good for your sources and self esteem, but a little lacking in the discipline department.

Drill and Practice (Organizational):

This style involves a lot of continual training and feedback of skills, knowledge, and abilities. You’re expected to be present at all staff meetings where the works… are expounded upon.

Pros and Cons of an Authoritative Management Style

Any manager interested in improving performance has to understand the purpose of a particular management style, how it fits into the overall management system, and whether it’s capable of delivering the results your organization needs.

When managers believe in managing by fear, they tend to be more effective when motivated by external threats. In other words, a manager who relies on this style tends to perform in a crisis, especially during tough times, such as budgets cuts and lowered expectations. On the other hand, this style tends to create the need for dealing with problems or remedial action when symptoms of those problems become apparent. This may result in short-term problem solving, but the long-term effect of an authoritarian leadership style can be crippling because it tends to undermine long-term development.

Authority work can be motivating and produce results in the short-term, but Authoritarian management can be destructive over a long period of time because it can breed a culture of fear.

How To Know If Authoritative Management Style Is Right For You

The first thing to keep in mind is that this post is not a replacement for proper managerial training. Knowledge, application, and practice will always trump "science". If you must use a scientific method to figure out if Authoritative Management can help you, then I would advise reading "Behavioral Research Methods (6th Ed.)."

Authoritative management involves seemingly contradicting traits: understanding and compassion, authority and rapport, creating feelings of trust and control in your subordinates.

This management style is ideal for someone who:

  • is confident enough in their leadership skills to gain others’ respect and earn their trust
  • can create a relaxed work environment where employees can feel free to come to you for help
  • prefers to use verbal (respectful) authority and is rarely seen using physical force
  • is willing to take the time to understand each employee, which means being flexible in your management styles
  • is likely to be alone for the majority of the time at work
  • there's no guarantee that your guidance will help the employees grow and develop
  • is not afraid of confronting problems that need to be fixed
  • is willing to work hard

Autonomous Management Style

Autonomous management style refers to a situation when the decision-makers either don’t care at all about the results or they are not concerned with company results; they just want to be left alone to manage their own Division or Department. This style implies that the management in this case likes to be autonomous and to stay away from questions, meetings, and concern about other people’s goals, strategies, and plans.

There is usually a lot of pressure exerted on the direct reports just like when they were under the control of the traditional management style. Feelings of insecurity and uncertainty can be experienced by the lower and middle tier employees as they have to carry the extra burden which is complicated by the fact that they will directly report to the managers who either don’t care or are opposed to the traditional management style.

The decision-makers are usually promoted from within or ex-managers who are still feeling the restraints of the traditional management style. Concerns about company results, strategies, and plans are never seen as they prefer to just blame it on others and say it’s out of their hands.

This management style is usually found in large corporations which are trying to make up for the traditional management style, pressure, and bureaucracy. It is not considered as a good method and should be avoided at all costs.

Pros and Cons of Autonomous Management Style

I have seen many organizations over the years with an entire team of management layers between the operational control team and the people doing the actual job of those currently in the management layer that stands between the team and the immediate supervisor.

I am not always in favor of that, as it is not necessarily the top layer that is making the decisions – it is often the tier below them, often a part or two below them.

So in some cases, it requires many layers to get to someone who has the actual power in place to change what is going on.

As a result, many in the control layer have an attitude that they can get away with things that are not necessarily required.

When confronted by a more immediate layer above, then they have to look over their shoulders to get approval from someone whose actual authority they do not have.

So they take short cuts all across the place. But when people up in management hear about it, either from lower layers or for a non-performance reason, still find them accountable for achievements or shortcomings and a few, but not all, will have the courage to point that out.

I do not advise this style because of that.

There may be some circumstances, but when the absolute shortest path from a process to a person is two degrees, it is far too many.

I do not like checkpoints either and look for people in the up chain who are performance oriented.

How To Know If Autonomous Management Style Is Right For You

Managing employees is one of the most challenging jobs a manager has to go through. There are many ways to manage employees based on an individual’s needs, and the art of management is simply combining a few different techniques to create the most effective management style.

However, before you try to implement any management style, it’s important to first identify which management style would best suit your employee and for your particular situation. The most important thing is to figure out what style will work for you, and not the other way around!

Your management style is like a suit, which should be tailored to fit your personality. Obviously you can’t wear the same suit on every occasion, as it wouldn’t suit you and fit you properly.

If you have no idea what you want to be like as a manager, or what you are good at, then obviously it’s hard to learn the intricacies of a particular style. It’s a good idea to sit down and think about the most effective management style for you.

This might seem like a tedious task, but it can spur creativity and allow you to take a look at yourself objectively. As you analyze your work and relate to your employees, you’ll be able to discover your strengths and weaknesses as a manager.

Effort-Based Management Style

The concept of Effort-Based Management has never really taken off with either managers or employees. People will only allocate a limited amount of time and resources for tasks that are completed quickly and effectively. Thus, people who perform staff tasks with a fast and sloppy manner will not be appreciated by the manager.

Staff members who try to ensure that they can get their work done faster will also not be appreciated because they will not be doing anything for the benefit of the business as a whole. By contrast, people who have the creativity to come up with more unique and productive ways of completing work tasks might get a lot of praise from their manager.

And yet, the effort-based management style has been the most popular management style since the start of the 20th century. The reason is that it is difficult to convince an employee that they should be more efficient with the time and resources they devote to specific tasks. And so, the effort-based management style is not only the most popular method of management, but also the most difficult and frustrating.

Pros and Cons of Effort-Based Management Style

Behavior-based management styles are often viewed as the easier route. In reality, through-the-actions management is the most effective method. Management style is critical to effective leadership.

Here are the pros and cons of effort-based management.

Effort-based management is often the default behavior-based management style. An effort-based manager manages by trying to understand and look for actual outcomes of people's efforts. For instance, someone who is new to a job is viewed with suspicion by an effort-based manager, and even small errors or seemingly insignificant mistakes are magnified. This manager often questions the need for the employee to make any mistakes at all and decide this employee is not up to the task of the new job. Effort-based managers focus on the things an employee does not do, such as not completing tasks on time or not doing what is expected.

This manager's response to an employee's mistakes involves looking for how often mistakes happen, what the mistakes indicate about the employee's attitude about the work, and which other people have error rates similar to that of the employee.

These managers believe that they are doing a very successful job of motivating their employees because they move away from the blame game and focus on the employee's efforts to complete the job.

This manager's expectations are often so reasonable that a lack of competence in any particular area is difficult to answer.

How To Know If Effort-Based Management Style Is Right For You

Effort-based management is a learning style that lets employees take responsibility for self-improvement and decision making.

It is probably the most aligned with the way the brain is built. In effort-based management, people are put in situations where they have to make decisions or are responsible for the outcome of activities. It’s a skill that is often lacking in general management.

These people are goal-oriented and naturally take on leadership roles. Their thinking and skills can be applied in just about any situation, whether it is work, personal, or family.

Do you place value on your work? Do you want more control over your life? If so, effort-based management may be the right style for you. It does require time, energy, and patience, not to mention understanding. If you can do all of those things, you’ll find this management style incredibly rewarding.

The primary challenges are making sure that employees are not given the responsibility or opportunity to complete tasks in a way that is not safe or appropriate.

Typically, they can take on more responsibility than they have experience with, so it’s imperative to make sure that employees’ capabilities are matched with the task being completed.

Good Parent Management Style

The most important thing you can do to have a happy, healthy childhood is to parent your kids the right way. Good parenting is no easy feat and goes well beyond hiring a babysitter, getting a dog, or going on a family vacation.

Good, healthy, happy children aren’t going to come from raising children poorly without offering them the best shot at a good, healthy, happy life.

When it comes to making sure your kids are well-adjusted and happy every day, the most important thing for any parent is to practice good parenting.

But what does it mean to practice good management? And what are the best management styles you can strive to achieve?

As you read on below, I’m going to take a look at the terms – management style and good management.

In addition, I’m going to talk about the top management styles and which types of management techniques you should try to avoid.

I want to stress that no single management technique is necessarily more or less effective than the others, but we do need to pay attention to what’s happening at home to make sure our kids are having a good time and are developing a good sense of moral and social development.

Pros and Cons of a Good Parent Style

Strengths and Weaknesses

Have you ever seen the 10:23 mark in The Boondock Saints? Every time I watch that scene I see Conner right at the end and I think of this Management Style.

He’s standing in a field surrounded by his men and there’s something so haunting about watching everyone in formation, the way the camera sweeps through them as they begin to march, trying to get each one carefully situated next to the other.

My guess is that this is what it’s like to be a hired manager from hell, the kind of manager that, if you’re lucky enough to be led by, will lose you more than one employee who’s worked for you.

Strengths of Conner’s Management Style

Conner and his men have a strong sense of discipline and as a manager he keeps his hiring and firing to a minimum. His men also like following him as he certainly goes out of his way to make sure that they have what they need and get what they want.

How To Know If Good Parent Management Style Is Right For You

Children growing up is a task we all have to do, but we don’t have to approach it with the negativity that so many people feel like they must face. Instead, every parent should utilize the most productive and productive management style available … and that’s with a combination of maturity and logic. The best parent management styles will allow you to develop and handle your child in the best way possible.

The best managers have good timing, boundaries, and a good balance of maturity and love. These traits will help you create a nurturing environment for your child that will allow them to develop and grow in the healthiest way possible. Good managers know that children need consistency and guidance, and they will respond to the best management style.

However, implementing some strategies will actually harm your child; with the wrong balance of love and timing can make a serious impact on a child’s life. In fact, there are many management styles that may say to pay attention to your child whenever they scream, hit or talk disrespectful. These are all completely ineffective ways of managing your child’s behavior.

If you’re not sure which parenting style is best for you, consider the below tactics:

Ask yourself how you want your child to act.

Honorable Mention! Cersei Lannister Management Style

Cersei is obsessed with her children, and she will do whatever it takes to protect them. However, her lack of empathy often leads her to make very poor decisions and she usually has no problem putting her children’s safety at risk.

For example, she threatened innocent prostitutes with a knife and walked straight into a prison cell with The Mountain on high alert.

Cersei is a ruthless woman who doesn’t hesitate to do what is necessary to stay in power. She may look like a ‘good mom’ to most, but when the curtain closes on season 7, it’s more than likely that Cersei will make one or more ‘unfortunate’ decisions that leads to disaster.

Pros and Cons of Cersei Lannister Management Style

Cersei Lannister can be considered an excellent leading manager, as she has proven that she is able to exploit her followers.

She is very intimately involved in every decision that comes through her office. She will closely monitor her employees and give them direct orders, rather than setting goals and delegating tasks to her team members.

She reviews her subordinates’ performance and their progress closely. This is, however, a major disadvantage of all of the Lannister employees and her co-workers, as Cersei is not willing to empower others and especially not entrepreneurial employees.

Furthermore, Cersei’s management style is all about her. She is unwilling to mentor or to empower her workers … otherwise, she will feel lost.

Here’s how Cersei Lannister management style stacks up against others:

Pros and Cons of Tyrion Lannister Management Style

Tyrion Lannister is also recognized as a great manager. He really enjoys teaching and would do so if he could. He also has a wealth of experience in many areas, especially politics and game theory. He has vast knowledge in strategy, which makes him a great leader and a great manager. Although Tyrion is more hands off in terms of management, when it comes to crucial decisions, he makes sure to get the people he trusts to work with his team to reach the best decision.

How To Know If Cersei Lannister Management Style Is Right For You

You want to know some great management style tips, but you…re worried about being overshadowed, frustrated, or totally disempowered? That…s totally normal.

Today we’re going to talk about what management styles are out there, why many people pick the ones they do, and how to know if one is right for you. If you understand how the styles work, you can allocate the resources you need to thrive.

Through your career, you’ll be confronted with a wide variety of managers, all of whom will have their own preferences in how they work with others. As you get more experienced, you’ll develop your own preferences, which will undoubtedly shift over time.

We’re going to break management styles down into four primary categories: empowered managers, delegators, democratic managers, and dictators. The first three types will generally do more to keep you motivated, challenged, and engaged. The last type will do more to place you squarely in the middle, and may be most appropriate if you’re not sure what you want or if you feel unsure of yourself.

Worst Management Styles

The Top 10

If you are about to hold a management interview and are on the look out for a management job, you should review the list of management styles below and learn to recognize the worst ones to avoid.

A bad management style will not only hurt productivity and morale, but also set a bad example and may lead to other people picking it up.

Management styles are generally categorized as either autocratic or democratic based on whether the manager is basically everyone’s boss or whether employees are empowered to make decisions and share the blame.

A self-employed business owner or a start up company has to choose a management style, and shouldn’t be afraid to express all sides of what they believe.

We’ve put together a list of the worst ten management styles for you to review and decide which ones you might want to avoid during your interview.

The “Yes Boss”

The Yes Boss is also known as the “cognitive lead”. The manager expects his employees to think and figure out the solution on their own. Subordinates get off-load from their work and receive little direction or encouragement. This can result in low morale and can lead the employees to develop a passive mentality.

Laissez-faire Management Style

In contrast to the natural tendency of businesses to become more structured and hierarchical, the laissez-faire management style is more like a non-management style. Managers do not actively manage. They tend to be hands off. Instead of providing meaningful direction, they sit back allowing employees to make most decisions.

A laissez-faire manager believes in decentralization, delegating power to the appropriate employees. The manager relies on people within an organization to make decisions. Designated decision makers often have the final say. Employees can usually initiate their own ideas. Managers do not reject their ideas, but they remain suspicious of unnecessary ones.

If management approves an idea, the manager lets the employees make decisions. The manager does not hold employees responsible for their decisions.

Management style depends on motives and personality. Managers use this style to create the atmosphere they want for their businesses, which is why there are no national definitions to describe it.

Employees usually dislike this style because they feel powerless. The employee’s responsibility is most often low in such a business.

Some people who dislike this style prefer a hands-on approach, but choose not to manage directly. Instead, they assign the duties to more capable employees. Other employees prefer this type of management style because they feel that it frees them from day-to-day responsibilities.

‘Know-it-all’ Management Style

Uses inappropriate language.

Adopts a superior, condescending view of employees.

Put down colleagues, subordinates and their work.

Dictates ideas rather than listen to them.

Gives orders rather than asks questions.

If you’re ready to work with someone with a know-it-all management style, be prepared to work overtime. This manager may be successful in a single-focused environment, but in a more open, team-oriented environment, it’s a recipe for failure. In addition, people with this management style can be difficult to work with, and their leadership style is inclined to demoralize employees.

The best approach with this type of manager is to be candid. You can start by letting them know that you’ll need to follow their direction, but you’d like to bring your own ideas to the table. This should give you enough room to contribute to the decisions that they’re making without rejection.

Micromanager Management Style

A micromanager is someone who micromanages. This is usually more of a bad habit rather than a conscious choice. Micromanagers are often type A personalities who like to take control of a situation and get things done quickly. They want to oversee every little detail and really get their hands dirty when it comes to management.

The initial purpose of micromanaging is to ensure everyone is doing the best they can to achieve the given goal or objective. As the employee gets more and more comfortable with their role, micromanagers tend to take short cuts, delegate more work, and also start doing the work themselves.

Micromanaging has a negative effect on the autonomy of an employee. This is because micromanagers believe they have what it takes to get the work done quicker or better. Giving room for autonomy is very beneficial for organizations and employees because it allows them to work independently and makes them take full ownership of their work.

Micromanagers think they are doing their employees a favor by doing all the tedious work. But they do it to shift the responsibility to their employees and take credit. This negative behavior should be avoided because it fosters a negative work environment.

Autocratic Management Style

In an autocratic management style, the manager imposes his will on the organization. His power is derived from his position – not from the business environment or other sources. The manager’s power, however, is not restricted to decisions involving his own organization. He often is able to carry out his wishes and influence in other areas because of his position.

An autocratic manager is harsh and demanding, and expects his employees to be subservient to his decisions. He is intolerant of any lack of commitment on the part of his employees, and constantly evaluates their performance for signs of weak commitment.

The autocratic manager expects his employees to constantly demonstrate that they are following orders and are subservient to his will. Employees are required to react instantly to any sign that the manager is becoming annoyed or disenchanted with their performance.

When the autocratic manager’s position is threatened, he becomes very defensive and is unwilling to hear even the mildest criticism.

When a manager employs this type of manager, it is common to see the manager making frequent trips to the office – often on weekends – to ensure that his will is carried out. This can hamper the productivity of employees who must wait on the manager’s presence.

Determine Your Best Management or Leadership Style

This checklist is provided to help you determine which leadership style is best for you. If you are a manager or leader, this information will give you a starting point for evaluating your style and making a change if you wish.


Your Leadership Style Score: 1

You are very directive, following only your own rules, and it is difficult to work successfully with you. Others usually lose faith in your ability to get a job done and soon begin to take their direction from someone more experienced or qualified.

Try this exercise: Think about various problems or situations in your work. How do you solve them? Make a list of the best and worst things about your work style.

You are very directive, following only your own rules, and it is difficult to work successfully with you. Others usually lose faith in your ability to get a job done and soon begin to take their direction from someone more experienced or qualified.


Your Leadership Style Score: 2

You are a tough, demanding boss who expects a lot out of employees but is seldom disappointed. However, you tend to be too task-oriented and don’t spend enough time working with people on their development and career. Telling people what to do, rather than how to do it, is completely acceptable. Others find you to be too harsh, bossy and insensitive to people’s feelings.

Bottom Line: Best Management Styles

Management of organizations is a big topic and it would have to be to encompass such an important element of any company’s success. It’s an element that’s often associated with hype and marketing as companies all too often try to present their strategies and tactics in the most positive light possible to their customers. It’s true that this approach to management is effective because it makes consumers anxious to see these management styles put into action.

But if being managed is such a wonderful experience, then what’s the problem? Is it just the need to be told what to do? Well, yes it is. But that’s natural. Is it because of all the conditioning and brainwashing that happens prior to managers implementing their management style? Again, yes. But that’s not all there is to the negative results of management styles, especially regarding the workplace.

Let’s talk about some of the bad results of management styles and how focusing on those aspects of management can save you both time and money.