Your management style - and how to improve it

The 4 Types of Management Style

Every manager has a “default” style; a way they naturally lead, make decisions, and interact with their team. There’s no one-size-fits-all approach, but understanding your style (and its potential blind spots) is a powerful first step to becoming a better manager.

Most managers instinctively lean toward one of these four styles. Each comes with clear strengths and some pretty common pitfalls to watch for.

Here’s how to spot your natural approach and what to look out for:

1. Authoritarian

Clear direction, quick decisions, high energy. This is a traditional leadership style focused on control and authority. It can be powerful, but inflexible.

Pros:

- Strong sense of direction and purpose
- Fast, decisive action
- Can be highly motivational in fast-paced situations

Cons:

- Resistant to feedback
- Can come across as dismissive or controlling
- The team may feel unheard or undervalued

2. Coaching

Supportive, encouraging, development-focused. This style builds confidence and helps people grow, but it can feel too hands-off in high-pressure moments.

Pros:

- Builds trust and confidence
- Fosters long-term growth and autonomy
- Strong communication and collaboration

Cons:

- Can lack urgency or assertiveness
- May struggle in high-stress or fast-moving environments
- Risk of being too indecisive when leadership is needed

3. Democratic

Collaborative, inclusive, and big on buy-in. This style builds strong morale, but can slow things down when quick decisions are needed.
Pros:

- Encourages engagement and motivation
- The team feels ownership over decisions
- Builds strong trust and loyalty

Cons:

- Decision-making can be slow
- Risk of over-consultation
- Can cause confusion or frustration in urgent moments

4. Laissez-faire

Hands-off, trusting, and autonomy-first. This style can spark creativity and independence but needs structure and presence to avoid disconnect.

Pros:

- Encourages innovation and creativity
- High autonomy and responsibility
- Builds confidence in self-starters

Cons:

- Risk of detachment or lack of direction
- The team may feel unsupported
- Can be ineffective if not balanced with guidance

Final Thoughts

You don’t need to fit neatly into one category. But knowing which style you naturally lean towards and where it might be holding you back helps you grow as a leader.

Start by asking yourself:

What’s my default style… and what am I doing to balance it?