The success pillars of organizations are their employees who dedicate themselves to achieving a company’s desired goals. Current employees are the future leaders who will lead the organizations. In my opinion, it is imperative to empower employees by developing their managerial and leadership skills to teach them a better leadership style.
This process requires managers to involve, guide, and provide employees with the tools they need to make high-quality decisions. In this week’s “Letter from my desk,” I will share four Managerial Archetypes that employees might encounter in their professional lives.
- The Micromanager: The micromanagers like to control and overrule their employees’ opinions or suggestions. They often believe that they are the only ones in their team capable of effective decision-making and performing tasks. Micromanagers are obsessed with constant updates, resulting in more time producing detailed updates instead of learning from their work—resulting in distrust, slower growth, and a higher iteration rate.
- The Helicopter / Monitoring: A helicopter / Monitoring boss feels that management only means hovering to monitor employees’ working process to ensure that everything runs seamlessly. However, most of them do so because of the feeling of control it gives them, perhaps to quieten their feelings of failure or lose their job. Results in distrust, slower growth/career progressions (could result in high iteration rate).
- The Cheerleader: Servant / Cheerleader managers are those who step back from responsibilities, don’t take accountability, delay decisions, occasionally interfere with boosting their employees’ morale. They misunderstand encouragement with guidance and don’t promote professional growth unless they get encouraged or benefitted.
- The Mentor 🡪 Coach Leader: Mentors establish a connection, identify the needs of employees, with a focus on Active Listening (but most of the time to provide the information), making suggestions. The coach is a perfect manager that truly empowers employees to make the correct decisions. They provide proper guidance for decisions and ensure accountability while stepping back a little, allowing employees to act. This style of leadership transforms employees into leaders. The emphasis is on the person or finding the solution, not instructing or leading them. Most of the time, they would know the strength and weaknesses of employees and coach employees in unleashing their true potential.
What’s your style managerial and leadership style? Please share your observations and experiences (in the comments section) with different managerial and leadership styles?