What do you do if your management style is causing negative effects on your team?

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As a manager, you want to lead your team effectively and achieve your goals. But sometimes, your management style may not match the needs and preferences of your team members. This can lead to negative effects, such as low morale, poor performance, high turnover, or conflict. How can you avoid or overcome these problems and adapt your management style to suit your team? Here are some steps you can take.

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Seek feedback:

Invite your team to share their thoughts on your management approach. This shows you value their opinion and can pinpoint exact issues, allowing you to adjust your style to better fit the team dynamic.
Actively observe:

Pay close attention to how your team interacts and performs. Watching the group dynamics can reveal mismatches between your style and their needs, guiding you to make necessary changes for a more harmonious workplace.

本摘要由 AI 和以下专家提供支持

Temesgen Taye

Director | CISSP | CCISO | ISO 27001 LI…
Kamil ?lqar Zeynalov

??LinkedIn Top Voice in Management &…

1 Assess your management style

The first step is to understand your own management style and how it affects your team. There are different ways to categorize management styles, such as autocratic, democratic, laissez-faire, or situational. You can use online tools, such as quizzes or surveys, to identify your dominant style and its strengths and weaknesses. You can also ask for feedback from your team members, peers, or superiors, to get a different perspective on your behavior and impact.

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Jesús San Segundo, PhD

Chief Information Officer | CIO CTO | Top Voice LinkedIn Strategy, Technology & Innovation | Artificial Intelligence | Cybersecurity | Digital Transformation | Industry 5.0 | Board member | x SAP x IBM x Banco Santander
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If your management style is causing negative effects on your team, the first step is to critically assess your management style. Reflect on your communication methods, decision-making processes, and how you handle feedback and conflict. Consider gathering anonymous feedback from your team to gain insight into how your actions and approach are perceived.

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Toshiyuki Tachibana, CPA, MBA and CMA

Japan CFO
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First you need to understand your management style which may not be simple but rather a combination of multiple styles depending on categories and counterparties. You had better write down your management styles for major counterparties and categorize them. It may be better for you to confirm these with them as sometimes your perceptions may be different from the others’.

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2 Identify the gaps and issues

The next step is to identify the gaps and issues between your management style and your team's needs and expectations. You can do this by observing your team's performance, engagement, communication, and satisfaction. You can also ask your team members for their opinions, concerns, or suggestions, using methods such as interviews, focus groups, or anonymous surveys. You should look for signs of dissatisfaction, frustration, confusion, or resentment among your team members, and try to understand the root causes.

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Kamil ?lqar Zeynalov

??LinkedIn Top Voice in Management & Interpersonal Skills | Founder & Director | Expertise in Management & Business Development
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To create a positive work environment, it's important to recognize the differences between your management style and your team's needs. Actively seeking input and closely observing team dynamics can help you identify areas that need improvement. This not only shows your willingness to adapt and support your team but also helps minimize any negative impacts. Understanding and addressing the root causes of team dissatisfaction can lead to more effective leadership, improved team morale, and better overall performance.

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3 Adjust your management style

The third step is to adjust your management style to address the gaps and issues you have identified. You should consider the factors that influence your team's preferences, such as their personality, skills, experience, motivation, or culture. You should also consider the factors that influence the situation, such as the task, the goal, the deadline, or the environment. You should then adapt your management style to suit the different scenarios and individuals. For example, you may need to be more directive with a new or inexperienced team member, but more participative with a seasoned or skilled one.

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Ahmed Elghonemy

Managing Director @ GTB LLC | New Business Development Expert
(已编辑)
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One major factor should be considered is gap assessment is , identify if wages and salaries differences between executives/ managers vs operational team members from medium management are in compliance with standard norms.

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4 Delegate effectively

The fourth step is to delegate effectively, which is a key skill for any manager. Delegation means assigning tasks and responsibilities to your team members, while giving them the authority and resources to complete them. Delegation can benefit both you and your team, as it can free up your time, increase your productivity, enhance your team's skills, empower your team members, and improve your team's performance. However, delegation also requires trust, communication, and feedback. You should delegate tasks according to your team members' abilities and interests, and provide clear instructions, expectations, and support.

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5 Monitor and evaluate

The fifth step is to monitor and evaluate the results of your management style adjustment and delegation. You should track the progress and outcomes of your team's tasks and projects, and measure them against the predefined criteria and standards. You should also collect feedback from your team members, customers, or stakeholders, and analyze their satisfaction and feedback. You should then use the data and feedback to identify what works well and what needs improvement, and make further adjustments as needed.

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6 Learn and grow

The final step is to learn and grow from your experience and feedback. You should reflect on your management style and its effects on your team, and identify your strengths and areas for development. You should also seek opportunities to learn new skills, techniques, or approaches that can enhance your management style and effectiveness. You can do this by reading books, articles, or blogs, taking courses, workshops, or webinars, joining networks, forums, or communities, or finding a mentor, coach, or peer. You should also share your learning and insights with your team, and encourage them to do the same.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Temesgen Taye

Director | CISSP | CCISO | ISO 27001 LI | CEH | CNSS | CCSA | vCISO | Consultant | Mentor | Trainer
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If your management style is causing negative effects within your team (not your team though in this case ??) and also there are no improvements in the measures you take afterwards, quit; period ??.

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What do you do if your management style is causing negative effects on your team?

1

2

3

4

5

6

7

1 Assess your management style

2 Identify the gaps and issues

3 Adjust your management style

4 Delegate effectively

5 Monitor and evaluate

6 Learn and grow

7 Here’s what else to consider

Management

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What do you do if your management style is causing negative effects on your team?

1

2

3

4

5

6

7

1 Assess your management style

2 Identify the gaps and issues

3 Adjust your management style

4 Delegate effectively

5 Monitor and evaluate

6 Learn and grow

7 Here’s what else to consider

Management

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