Four leadership styles of Project manager’s which creates a healthy work environment
January 31, 2022
Project manager is the person responsible for the realisation of the project, and in a broader sense, allocates resources, sets deadlines, manages team communication, project budget, analyses risks, delegates tasks.
For successful business, it is necessary that the Project manager, in addition to the role of manager, strives to play the role of leader.
The role of the manager implies a more directive approach, focused on tasks and goals, and generally achieves the best results in times of crisis.
The role of the Leader is most effective when used for development purposes - when you have a team of competent professionals who are already achieving an enviable result. In such a case, they do not need command from the leader, but rather support and guidance.
A manager, if he wants to be a true leader, must be flexible in his approach, in other words to use more leadership styles. He should choose the style that will be most in line with the given situation, and not in accordance with his own temperament.
The following are four Project Manager’s leadership styles that create a healthy work environment :
Visionary style
The visionary leader sets the goals of the team, but not the way that goal will be achieved - he leaves room for people to be innovative, to experiment and to take calculated risks. Honesty in dealing with team members is very important for this type of leader because if people think he is dishonest, all his efforts fall apart. In addition, empathy is key to the success of this leader - the ability to feel what others feel and understand from their perspective, helps the leader to articulate a truly inspiring vision. This type of leader mobilises people to follow the vision and his characteristic phrase is "Come with me".
The key characteristics of this type are: self-confidence, empathy, catalyst for change.
When style is most effective: when change requires a new vision or when a clear direction is needed.
Affiliative style
The affiliate leader is primarily interested in interpersonal relationships in the team. He is dedicated to building a harmonious atmosphere and cooperation. He cultivates friendly relations (which does not mean that they are friends in private life ) with members of his team. When leaders are affiliated, they focus on the emotional needs of their co-workers, using empathy in the first place. Many leaders who use this style, combine it with a visionary style. Through visionary style, they move people, set a mission, determine standards and expectations (lead by example) and show people how their work contributes to the goals of the organisation / team. When these two styles are "found" in one leader, then we have a very powerful combination. On the other hand, it is clear that this style, without the addition of other styles, cannot be used in the long run if you want to achieve any result, that is, to "do the job". This leader strives to create harmony and emotional boundaries. His characteristic phrase is "First of all, people".
Key characteristics: empathy, relationship building, communication.
When style is most effective: when it is necessary to improve interpersonal relationships and motivate people during stressful circumstances.
Democratic style
A successful democratic leader bases his success on the following skills: teamwork and cooperation, conflict resolution and influence. Democratic leaders are great for cooperation and have very good (active) listening skills. They know very well how to resolve conflicts and create harmony in the team. Empathy also plays an important role in their leadership repertoire. Democratic style can be most useful when you are not sure which way to go and when you need ideas from capable associates. This type of leader builds consensus through employee involvement. His characteristic phrase is "What do you think?".
Key features: cooperation, teamwork, communication.
When style is most effective: When it is necessary to get consent or reach consensus, or get input from quality employees.
Coaching style
A leader who is "strong" in this style spends a good part of his time working one-on-one with people in his team. It helps them discover their strengths and weaknesses, and works on their development, both personally and professionally. To be successful, such a leader must be a good mentor, able to teach and develop others, and this is not possible without empathy and emotional
self-awareness. This style is very useful in organisations that nurture long-term employee development. The idea of this leader is to develop people for the future. His characteristic phrase is "Try this".
Key characteristics: encouraging development in others, empathy, self-awareness.
When style is most effective: when it is necessary to help employees show what they know or to develop their knowledge and skills.
What does it take for a Project manager to be a successful leader?
First of all, you need to believe that people can change and develop their potential. You also need to believe that people want to be better and more successful in their work. In addition, a relationship of trust and respect is necessary if the manager wants to deal with the development of his associates, because without that relationship, real coaching work is not possible.
The key skills are:
- Active listening
- Asking adequate questions
- Giving effective feedback
- Empathy, ie understanding the emotions, attitudes and behaviours of the interlocutor
