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Here Are the Best Management Styles and How to Implement Them


Being a manager is hard work. Beyond your company’s HR manual, this high-profile leadership position doesn’t come with a handbook, so you have to find your own way.

Generally speaking, your management style will be largely reflective of your personality, which can be a good or bad thing. For example, if you’re someone who tends to take a ‘my way or the highway’ approach to life, you’ll like adopt an authoritarian management style that could easily lead to micromanaging your team.

Be cognizant of your behavior, because bad managers quickly scare off good employees. You have the power to be a boss that people gravitate toward or away from, so choose wisely.

3 Great Management Styles You Might Want to Adopt




Considered an open and honest way to manage, the democratic approach centers on employee participation. You’ll constantly gather feedback from staffers and encourage them to be actively involved in the work by suggesting ideas. Instead of following tried-and-true processes, you’ll encourage employees to focus on innovation and breaking down barriers.

When big decisions that affect everyone need to be made, you’ll ask each person to weigh in and give their thoughts serious consideration. In fact, taking a group vote to reach a verdict will likely be a regular action on your part.



A kind and considerate management style, the extroverted style calls for a mutual level of respect between you and your employees. You’ll treat them with compassion and recognize their hard work with rewards — i.e., cash bonuses, extra vacation days — which will motivate them to keep giving the job their all.

In this style, you’ll take on the role of a servant leader. You’ll always put employees first and provide the support and resources needed to help them get ahead.



Characterized as a more hands-off style, the laissez-faire approach requires managers to have significant trust in their team. You’ll inspire employees to do their best and be there if they need something, but will largely stay out of their day-to-day work.

When necessary, you might offer some feedback or help solve a difficult problem, but this level of involvement will be infrequent. For the most part, you’ll oversee from afar, because you know your employees can handle self-direction.

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