What are the different managerial styles?

What are managerial styles?

Managerial styles refer to the distinct approaches and methods that managers use to lead and guide their teams. The way a manager leads can directly impact code quality. For instance, a participative manager who encourages open communication might foster an environment where developers feel free to discuss and refine their code, leading to higher-quality outputs. On the other hand, another manager might stifle such discussions, potentially compromising code quality. A manager who sets clear expectations and provides consistent feedback can ensure timely and efficient project completion. In essence, the managerial style adopted can make or break the success of tech teams.

Management styles vs. leadership styles

Though often mentioned together, management and leadership styles have unique qualities that distinguish them. Management styles generally emphasize the operational aspects of running a tech team, such as planning sprints, organizing workflows, and managing project timelines. They focus on maintaining order and ensuring that development processes are efficient and effective. Leadership styles, on the other hand, concentrate on inspiring and motivating team members. Tech leaders strive to create a compelling vision for future innovations and encourage their teams to explore new technologies and solutions. While a manager in a tech team ensures that code is shipped on schedule and meets quality standards, a leader focuses more on nurturing skills, fostering a culture of creativity, and driving technological breakthroughs. 

Importance of managerial styles in Agile methodologies

Agile methodologies have significantly reshaped managerial approaches in the tech industry. Agile emphasizes flexibility, iterative development, and customer feedback. This approach pushes managers to adopt a more collaborative and adaptive leadership style. Instead of rigidly sticking to a set plan, managers now prioritize responsiveness to change. The integration of Agile encourages managers to be facilitators, ensuring smooth workflows and promoting a culture of continuous learning and improvement. Therefore, Agile methodologies have shifted managerial roles from being directive to being more supportive and integrative, emphasizing teamwork and shared responsibility.

Different types of managerial styles 

The most common types of managerial styles are as follows:

• Autocratic management 

• Democratic management

• Transformational management

• Servant leadership

Autocratic management 

Autocratic management is a leadership style where the manager singlehandedly makes the decisions. Team members are not sought after for their input in decision-making. In this approach, the managers hold central authority and responsibility. They provide clear directives to employees on what needs to be done. Autocratic management is particularly useful in situations that require swift action because there’s no need for consensus or lengthy discussions. 

On the other hand, one drawback to autocratic management is that since team members are not consulted for their opinions and expertise, it can lead to reduced employee morale. Additionally, solely relying on one person’s perspective leads to limited creativity and innovation within the team. Employees under autocratic leadership may feel undervalued or less motivated, as their opinions and expertise are often overlooked. There are further three types of autocratic management styles, and these are as follows:

• Authoritative

• Persuasive

• Paternalistic 

Authoritative management style

An authoritative management style involves the leader setting clear goals and frameworks for projects, often based on their expertise and understanding of the industry’s best practices. These leaders provide clear direction on what needs to be achieved and how and explain why certain paths or technologies are chosen. This helps align the team toward a unified vision crucial in the tech industry where clarity and precision are needed. Such leaders are adept at steering their teams through complex projects and rapidly changing trends so that everyone understands their role in achieving the team’s objectives.

Persuasive management style

Persuasive management focuses on the leader’s ability to effectively communicate the rationale behind specific technical decisions or strategies. These leaders use their deep knowledge and persuasive skills to promote collaboration among highly skilled professionals. Persuasive leaders explain the benefits of certain approaches, such as adopting new software tools or methodologies, so team members feel part of the decision-making process. This style can help build consensus and enthusiasm for initiatives requiring collective effort.

Paternalistic management style

A paternalistic management style means the leader takes a nurturing approach, like a mentor, guiding both team members’ professional and personal growth. Leaders practicing this style protect their teams from external pressures, buffer stress, and ensure a balanced workload. While making strategic decisions, paternalistic leaders also focus on developing skills and ensuring the well-being of their team members, which is especially important in high-stress tech projects. This style leads to high loyalty and retention rates but might challenge the independence and innovation potential of the team if not balanced correctly.

Democratic management

Democratic management is a style where managers involve team members in the decision-making process. When developers are sought after for their participation in making decisions, they feel a sense of ownership and involvement in projects, leading to increased motivation and job satisfaction. Their creativity and innovation are often amplified because they’re encouraged to voice their ideas and solutions. Moreover, by promoting transparency and open communication, democratic management helps build trust and strengthens the relationships among team members, contributing to a more cohesive and motivated workforce.

However, there are potential drawbacks. The decision-making process can become prolonged due to the need for consensus. This might delay project timelines. Additionally, if not managed well, too many opinions can lead to confusion or a lack of clear direction. While democratic management fosters a positive and inclusive environment, it requires a balance to ensure projects are executed with clarity and efficiency. There are further three types of democratic management styles, and these are as follows:

• Consultative

• Participative

• Collaborative

• Transformation 

Consultative style

In this approach, leaders actively seek input and feedback from their team members before making decisions. While the final decision rests with the leader, the process ensures that developers, designers, and other tech professionals have their perspectives and ideas considered. This style builds trust and respect, as team members feel valued and heard, even if their suggestions aren’t always implemented. For example, a project manager might consult senior developers on the best technology stack for a new project.

Participative style

The participative style involves team members directly in the decision-making process. Leaders and team members share responsibilities, and decisions are often made collectively through discussions and voting. This method promotes a sense of ownership and accountability among team members as they contribute to the outcomes and success of their projects. For instance, during sprint planning, the entire team might decide on the priorities and distribution of tasks.

Collaborative style 

Collaboration is at the heart of this management style. Leaders and tech teams work together to tackle problems and develop innovative solutions. The emphasis is on using diverse skills and perspectives to achieve common goals. This style enhances teamwork, communication, and creativity, along with a supportive work environment. An example could be a hackathon where developers, designers, and product managers come together to brainstorm and prototype new features.

Transformational management

Transformational leadership is centered on leaders actively engaging and influencing their teams. By understanding their needs and requirements, these leaders focus on the growth of their team members. The core of transformational leadership is to assist individuals in achieving their maximum potential through active mentorship and support. Leaders direct team members toward achieving their objectives in a way that is advantageous to them, their team members, and the company at large. Transformational leaders encourage their teams to challenge conventional norms and embrace continuous learning as a way to cultivate a dynamic and innovative workplace.

However, transformational management has its own challenges. It depends a lot on the manager’s abilities and vision. This can be problematic if the leader isn’t up to the task or abruptly leaves the company. Moreover, this approach often focuses on broad goals, which means missing out on daily operational details. Similarly, this style might not always provide the clear guidelines needed in some roles within the team.

Servant leadership

Servant leadership emphasizes the leader’s role in serving and aiding their team. Such leaders tackle challenges, supply necessary resources, and shape a setting where developers can adapt quickly and effectively. By centering on the team’s needs, they ensure clarity in roles, duties, and individual contributions. This not only cultivates a constructive team atmosphere but also encourages developers to own their tasks, resulting in superior quality and innovative outcomes. Essentially, in Agile contexts, servant leadership is about equipping the team to be autonomous and proficient, guaranteeing they possess the necessary resources and backing to succeed.

Servant leadership also faces challenges. It can blur the lines between leaders and team members, causing confusion in roles and decision-making. This style might be slow in urgent situations. Leaders risk burnout by trying to meet everyone’s needs. In traditional organizations, servant leadership might not be fully appreciated or understood, affecting its success. 

Final word

Managerial styles significantly influence tech team dynamics and outcomes. Each style, from autocratic to servant leadership, has its advantages and challenges. Agile methodologies highlight the need for adaptive leadership. It’s crucial for managers to select a style that fits their team’s needs and the organization’s culture. The right approach can boost innovation, improve code quality, and ensure project success.