Since most restaurants run on slim margins and suffer from even small mistakes, authoritative management works well to keep everyone focused on results and efficiency. Read more: What Is Authoritative Leadership? Consultative managers ask employees for feedback consistently and take employee concerns seriously. While managers will consult with employees, they ultimately retain sole decision-making power. Example: A team leader of a project holds weekly one-on-one meetings with each of the other team members.
They are asked to share progress on their responsibilities, what they think is going well and what they think needs improvement.
The team leader uses this feedback to set schedules, allocate resources and prioritize goals for the following week. Related: Consultative Leadership: Definition and Benefits. This style includes effective communication and openness through all levels of the organization, and employees and managers work together to reach the goals of their vision. Democratic management style is especially effective when it comes to making long-term decisions that impact the whole company.
Example: Store managers often use the democratic or participative management style. These managers act as a moderator to help their team move forward with their ideas and are available to answer questions. Related more: What Is Participative Leadership? In the laissez-faire management style, managers are more like mentors than leaders.
Example: Given the unpredictable nature of the fashion industry, allowing fashion buyers the freedom to choose their own products often works best. As long as they are knowledgeable and passionate, individual buyers are typically much more in tune with fashion trends than management. Persuasive managers hold control of decision-making but work to help employees understand why decisions made by management are best for the company. They share an honest rationale behind decision-making policies that can foster an inclusive and trusting environment.
When an organization is successful, employees generally accept top-down decisions and work hard to implement them. Example: Consider what happens when an outside expert, such as an independent consultant, comes in to analyze the operations of the company. Too many managers fail to listen. They let their emotions get the best of them, namely pride, and lack the self-awareness necessary to recognize those emotions.
And that prevents them from being open to feedback, which then keeps them from improving as a leader. Great managers know that to build a high-performing team, you need to be open to receiving feedback.
And you do that by listening to each of your team members. It would be great if employees would walk right up to their managers and tell you exactly the feedback you need to hear in a friendly, approachable way. To get feedback, you need to make it clear that you want feedback. As Ed Catmull, cofounder of Pixar learned, you need to ask :.
The result was… crickets. Later, Catmull implemented more proactive processes for obtaining feedback. The Braintrust is a group of expert storytellers who watch cuts of each movie in development. After watching a cut, they offer feedback for the team. Importantly, the Braintrust group changes all the time. The same people giving feedback are sometimes the ones receiving the feedback. Everyone gets used to being a critic and receiving tough, but fair feedback. The Braintrust is fueled by the idea that every note we give is in the service of a common goal: Supporting and helping each other as we try to make better movies.
You can implement something similar by having regular one on ones with your team. If you want to become the kind of manager who is great at receiving and giving feedback, read more here:. Showing it has a power all its own that is both memorable and meaningful.
Briefly summarize a situation in which your management style played a big role in a successful outcome — provide the context for the rest of your story.
This is the most important part of your answer. Explain what actions you took and how they highlight your management style. Your approach is just as important as the outcome here. The result of your story should be overwhelmingly successful. Telling a story about your management style in action is the most effective way to stand out and show you have what it takes to succeed. Our resume builder tool will walk you through the process of creating a stand-out Architect resume.
Remember not to just talk about yourself , but talk about how you get people to work their hardest. At the same time, my employees always know that they can come to me if they need help on a project or are having any difficulties. Everyone was involved in suggesting ideas, and we made a decision in the end by taking a vote from everyone in the office.
I adapt depending on the employee and their needs. For example, some employees like having daily guidance and support , while others prefer to check in less often. She knows where to direct her energy, how to get results, and how to work with different personalities. Example Answer 3: Visionary. As a manager, I listen to questions and ideas and process them independently and collaboratively. I then keep this vision at the forefront as my team works through an assignment. I brought it to the marketing team, and with their input and lots of revision, we came up with a definitive vision.
A great starting vision is a powerful thing. Different management styles are most effective when used together. The success of each style depends on how you use and adjust it to the employees and work environment. How useful was this post? Vote count:. No votes so far! Be the first to rate this post. Maddie Lloyd. Maddie Lloyd was a writer for the Zippia Advice blog focused on researching tips for interview, resume, and cover letter preparation.
Employees led by transformational managers are usually more dedicated and happy — their managers constantly challenge them and motivate them with the idea that they can reach their potential if they just keep pushing themselves.
These teams are innovative, so they can adapt to drastic industry changes. But they can also risk moving too fast and spreading themselves thin. In , Brian Halligan and Dharmesh Shah identified an issue with the way companies were generating leads. Rather than finding a new way to bombard people with advertisements, the two created a platform that would bring customers to the companies that had solutions to their problems.
They have a passion for teaching and watching their employees grow. By constantly teaching their employees new things and offering career opportunities, coaches can build strong bonds with their employees.
The best teams are the most united teams, and an employee experiences the most professional growth when both their coach and teammates invest in their development. When it comes to trailblazing a path for women of color to become leaders in the workplace, Bozoma Saint John truly shows up. Through authentic storytelling, Bozoma reaches her team and the greater tech industry with her visible and motivating leadership style. Autocratic management is the most top-down approach to management — employees at the top of the hierarchy hold all the power, making decisions without collaborating or informing their subordinates.
After the leader delegates action items, they expect immediate acceptance and execution from their subordinates, with no questions asked.
They see their conduct as a means to end for great financial success. The same few minds call the shots which leads to groupthink and a stagnant ideation process. The autocratic management style allows managers to make decisions extremely fast, but employees hate working under it. Instead, they force them to do it. No one likes to be controlled. For example, an organization might experience a crisis situation and needs to make important decisions — fast. Servant managers put people first and tasks second.
They do everything they can to support and encourage their team, and, in return, they expect their employees to be motivated to work hard. This can make employees complacent, leading to average or even sub-par work.
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