Understanding Your Management Style


You’ve been promoted to manager and now have a team of people who are counting on you to lead them. But how do you know if your management style is effective? How can you tell if it’s working? And how will you know where you need to improve?

How do you define your management style?

A manager’s management style is the way they lead, manage, and direct their employees. The best way to get a sense of your own management style is by reflecting on how you manage others. Do you use more formal or informal methods? Are there any specific techniques or tools that work well for improving productivity in your organization?

What are some examples of how I manage others:

  • What are some things I do well as a manager? (e.g., being flexible with my schedule)
  • How could I improve as a manager? (e.g., being better at communicating expectations)

What are your managerial strengths?

You are a great communicator, and you make sure your team is on the same page. You delegate tasks clearly and effectively, so that everyone knows what they need to do in order to achieve their goals. You are also able to motivate others by encouraging them and recognizing their accomplishments. In addition, you have the ability to think strategically about how best to solve problems or meet challenges within your organization. Furthermore, as a manager who has been through stress management training programs at work (or outside of work), you know how important it is for managers like yourself not only manage stress but also model healthy behaviors for those around them by taking care of themselves physically through exercise or relaxation techniques such as yoga classes or meditation sessions

What are your managerial weaknesses?

As you reflect on your management style, consider how you can improve or change your weaknesses.

To identify your managerial weaknesses:

  • Ask others for feedback. Talk to people who work for and with you, as well as those who don’t. Listen carefully to what they say and take notes if necessary. You may find it helpful to ask them questions such as “What makes me an effective manager?” and “How could I improve my effectiveness?” (You might also want to ask yourself these questions.)
  • Look at your performance reviews over time–if there are areas where your scores are consistently low, those are likely areas where improvement is needed!

Answering these questions will help you understand how you manage others and identify areas where you need development.

To get a better understanding of your management style, ask yourself these questions:

  • What is your management style? Do you tend to be more directive or supportive? Do you set clear goals and expectations for staff members, or are they left to figure things out on their own?
  • How do you motivate people in the workplace? Are there certain rewards that motivate them more than others (e.g., money, praise)? Or do they need something else entirely (e.g., recognition from peers) in order to be motivated by their work tasks.
  • How do you delegate tasks at work–and how well does it work out for everyone involved when this happens!

Once you have an understanding of what works well for you, it’s time to develop an action plan that will help you improve in those areas where improvement is needed.

Once you have an understanding of what works well for you, it’s time to develop an action plan that will help you improve in those areas where improvement is needed.

  • Ask for feedback from your team. This can be as simple as asking “What do I do well?” or “How can I improve?” If this feels like too big of a step, start by asking one person on the team and then expand from there if they say something useful or helpful.
  • Set goals for improvement based on the feedback received from your team members and managers (if applicable). Once again, if setting goals seems overwhelming at first then break down each goal into smaller pieces so they’re easier to manage and achieve! For example: instead of saying “I want my employees’ morale levels higher than average” try saying “I want my employees’ morale levels higher than average by December 1st.” That way when December 1st rolls around hopefully everyone’s spirits are higher than before which means overall employee happiness has increased!

It’s important to understand your strengths and weaknesses as a manager so that you can best support your team.

It’s important to understand your strengths and weaknesses as a manager so that you can best support your team. Knowing how to support your team means knowing the strengths and weaknesses of each individual on it, as well as what they need from you in order to be successful.

For example, if one of your employees is more outgoing than another, then maybe they need encouragement from time to time that their ideas are good enough for others on the team (or even just for themselves). This might mean giving them feedback on how their idea was received with others in the group or helping them brainstorm next steps after sharing an idea with them. For someone who tends more introvertly than others, it may be helpful for them if there were some sort of structure built into meetings so they knew exactly when questions would be asked by others during discussions–this way they could prepare ahead of time instead having moments where there’s silence because no one knows what else needs saying!


We hope that this article has helped you to better understand your management style and how to use it to support your team. If you’re still unsure about what kind of manager you are, there are many resources available online that can help you determine which type best fits your needs. The most important thing is not what kind of manager you are but rather whether or not the people who work with and under you feel supported by their superior–and whether or not they believe in what they’re doing!