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Shelter Change Management
Since I broke into management I have always tried to avoid questions relating to my management style. This is because management styles are so hard to categorise. In essence there is no single style of management that can be maintained over time and even situations.

I have also worked with good managers in my career, excellent professionals that I have also had to emulate in one or two things. Conversely, I put up with some poor managers because I could not wish them away. I have observed over a long period that managers with the most flexibility in style get the best outcomes from their people.

Leadership style is not about good or bad, right or wrong, it all about the task, the people and situations to be managed. Most flexible working environments thrive better than the bureaucratic, hard managed environments. It is an environment where most of the innovative solutions are made.

Ideas have been sounded on management styles, I prefer to make it simple and call them methods.

Management of human resources is difficult. Some managers prefer a forceful approach that directs people to take action and not ask questions.

One has to do what they are told and nothing else. This is the kind of management that is applied in workplaces where deviations are risky.

In such cases employees are on a leash. Care must be taken when using such a method as it stifles innovation and can frustrate highly skilled employees.

It should be use in moderation or where appropriate. The authoritative manager is very firm but fair. The manager must ensure that a clear direction for employees is spelt out.

There is little persuasion used in this method but those that do not believe in what the manager has said may become an impediment to his or her vision and efforts.

Other situations need an affiliative method that motivates by keeping people happy and satisfied with their tasks and jobs.

You may run the risk of keeping a harmonious working relationship among employees at the expense of the task to be carried out.

It’s generally difficult to keep people happy especially in times of crises when emotions must be kept at bay.

It’s good to take the time to help the team to bond. If you sit down and share stories, you may run the risk of starting the activities late because you want to get to know one another.

Many managers opt for the democratic method where they solicit for their subordinate’s views and input.

Such managers consult before making any decision as they believe in camaraderie spirit. This method works in a steady environment when there is no crisis but if an emergency arises, this method is such a dragger.

It takes progress back because there is no time for meetings and discussions and co-ordinating people.

There are managers that love leading and showing competency. These are trend-setters that prefer demonstrating their knowledge first and others follow.

They fancy setting very high standards and expect employees to follow suit. This manager believes in doing the task first and personally, if it’s a new machine within the company, they would use it first before others and demonstrate exquisite and vast knowledge.

The key to being an effective leader is to have a broad repertoire of management methods and to use them appropriately.

Let us look at the leader that prefers ordering the team around, he sets high standards and disciplines those who don’t meet the standard.

If that leader was to leave the room or work activity, immediately there would be chaos in the room, work stops to a complete halt, the playful people immediately start playing.

It is interesting how quickly the team loses enthusiasm and initiative under the directive leader.

Placing people under 24hour surveillance is high maintenance – it’s a lot of work, being everywhere, watching everyone is very exhausting.

The manager who lets people work on their own has more to smile about. He sets the team vision and steps back to allow the team to work.

He only steps in from time to time to reiterate the vision if required, but that is all he does. This method does not burn you out that much, the leader now has time to focus more on the more strategic things.

As a manager, how you handle different situations in your business will depend on the method of management you use.

Being a good manager involves more than just telling people what to do – it also involves choosing the right approach and management method to suit the situation.

It is important to understand which method you use and to recognise that you may use different styles depending on the situation.

Till next week, may God richly bless you!

• Shelter Chieza is a Management Consultant. She can be contacted at [email protected]