A positive management style is one that:

• fosters personal employee growth;
• promotes the timely meeting of production goals; and
• furthers the short and long term company strategic goals.

What management style do you bring to the table and does it meet those ultimate goals.  Here are some management styles I’ve run into; think about which management goals they meet.

1. The micro manager.  Employees can’t do anything without a sign off approval by their manager.  Manager knows exactly what the employee is doing at all times.  Manager rarely lets employees think for themselves.  Manager sets limited parameters within which employee can complete tasks.
2. The overly concerned manager.  Manager blurs personal and business boundaries.  More concerned with fostering air of likability with employee than with defining a healthy manager managee relationship.
3. The “I’m too busy to help you” manager.  Is easily disorganized or distracted by personal or business matters.  Can’t find time to train, or oversee employees because they’re too wrapped up in their own issues.
4. The fear manager.  This manager rules with an iron fist; threatens employees subtly or openly with public humiliation, demotion or the possibility of being fired.
5. The “I’m not going to give you any important tasks so you can show people that you’re better than me” manager.  Retains all the interesting and difficult projects so that he or she can ultimately take credit; uses control to maintain his or her importance within the company.
6. The “hide the ball” manager.  Manager needs to keep control of the important pieces to maintain status and importance; won’t disclose the big picture; keeps details of all facets of projects to him or herself; maintains importance through being the information hub.  Usually doesn’t want others’ feedback.  “We’ve always done it this way” is good enough.
7. The “I can’t wait for you to figure it out how so I’ll do it for you” manager.  Impatient and unwilling to train or explain.  Winds up doing the difficult pieces of a project or a difficult project all together.  Limits the difficulty of tasks delegated to employees under his or her supervision.
8. The “I want to mentor you” manager.  Helps employees develop their skills, pushes employees just enough outside their comfort zone to add new skills.  Hopes an employee doesn’t take their job one day, but is still willing to take that chance.
9. The self centered manager.  Is wrapped up in own importance; motivated by own need to move up the corporate ladder.  Success is defined by individual success.
10. The well rounded manager.  Patient; willing to train; willing to explain; comfortable with their own abilities; enjoys seeing success in other employees and the company as a whole; positive and self assured.

Think about your management style.  Are you comfortable enough with your own capabilities to get the most out of your employees?  Do you focus on meeting production goals and the company’s strategic goals? Remember, by getting employees to be the best at what they do, you help yourself to be more successful and have more time to do the things in your job you most like to do.