Everyone in business has their own leadership style. While you’re undoubtedly working with what best suits yourself, your team, and your business, every approach has its own pros and cons. It could be that you’re thinking about making some changes to your structure in order to try and see some different results, and if that’s the case, it might be worth starting with areas like this that you can directly affect.
Trying out new management styles might give you a keener insight into what exactly helps to motivate your team, which is valuable information to know.
1. A Hands-Off Approach
The biggest risk that certain managerial styles pose is being too overbearing. It’s understandable that as the leader of your business, you want to make sure you’re doing all you can to ensure all is running smoothly. However, if this leads to constant check-ins and micromanaging, you might find that all you’re doing is preventing your team from working as well as they would like. Taking a more hands-off approach and instead trusting your team to do their work in their own way can do a lot towards creating a more positive and productive working atmosphere.
2. A Pathway to Progress
You want your business to be a place where your staff members can thrive – not just a dead end for them to run out the clock doing mundane tasks. To achieve this, you want to make sure that you’re providing training opportunities, higher positions for your employees to work in, and the chance to work with cutting-edge tools. What those tools are will depend on what industry you find yourself in, but when it comes to something like web design (which can play an important role across multiple industries), utilizing an API management platform can help you develop a competitive platform.
3. A Communicative Effort
The urge to take an autocratic approach to your business and make decisions completely off your own impulses might seem to make sense – that is your job, after all. But if you’re only making decisions based on your own perspective, you might not be doing so with as much information as you need to make an effective choice. Instead, developing a communicative workspace where employees are encouraged to talk about issues that they’re facing so that they can be resolved and taken into consideration might be a more beneficial approach.
4. A Manager of Managers
Once your team gets to a certain size, it’s natural that you might start to think about delegating some responsibility to your more trusted employees. This can have multiple benefits – first of all, you’re leaning into that prior impulse to develop the professional skills of your employees, but it also showcases a great degree of trust in those staff members who boost morale. Lastly, allowing yourself to entrust someone with a certain slice of responsibility means that you can focus your attention elsewhere and prevent yourself from being overworked, potentially increasing your own productivity.
