This week I roll on with describing the last of the main management styles. If you haven’t read the first half of this, you just need to pop back to Part 2 of this series. Enjoy…
The Visionary Leader
This is the type of style which combines strong interpersonal skills with business relations, with a strong ability to inspire, motivate and energise teams. Although this management personality suits many people who reach the top of organisations, the more classic examples of this type lie outside of finance and make me think of Politicians, Activists, and your classic CEOs of FMCGs. They are normally those with a personality that is seen both inside and outside their business. They provide long-term direction and vision, both through common discussion with the team and through their own unique ability to understand the business, which is the reason they are often found steering firms large and small. In order to lead, people have to follow, and this management style is very effective in giving people the hope and vision to develop the organisation into a better place. Organisations lacking in direction hire visionary leaders to turn them around, as they provide the vision and the belief that can make things change.
In order for this management style to work effectively, the leader must develop their employees, and they must appear credible. This is about both style and substance, and it is only in this combination that visionaries make successful leaders. Managers who have this style can come from any area of the business, but often people who have this style come from sales, relationship management, or investment backgrounds, as these people often have the combination of business and interpersonal skills, with being good under pressure, that are required to be successful in a visible role like this.
The Friend and Mentor
These managers are close to their staff. They approach their teams with a depth of understanding and a depth of feeling that brings their team towards them, given that they take the time to understand individuals within their teams, and what their strengths and weaknesses are. Because of this understanding, people working for them respond to them very positively, as they have taken the time to establish how they like to be managed and this leads to honesty and trust. Employees are given clear career paths, and feel they know where they are going. As well as understanding individuals within the team, these managers appreciate the differences between them, and are keen to see harmony among their employees, creating a pleasant place to work. This style can also involve a lot of meetings, as individuals are typically invited to share their views, and consensus of approach is sought.
This management style works best in environments where there isn’t a large amount of stress and where the manager will have the time to approach issues with the time they require to get the best out of their staff. While they are the best managers at giving personal help to their employees, this manager isn’t so effective if the employee is more task-oriented and not really interested in having a relationship with them. In order to avoid this, the Friend and Mentor manager needs to ensure that they hire staff with the same kind of approach, those who are looking for a friend as much as a boss.
Please continue reading the next part here.