An effective business requires structure and organisation otherwise there would be chaos. Everyone would be doing things in different ways, communication would be ineffective, and service quality would be inconsistent.

However, having structure and organisation doesn’t mean leaders must be completely rigid in how they manage their teams. In fact, too much rigidity can be just as detrimental as having no structure at all.

A good leader doesn’t take a one-size-fits-all approach to management. A good leader adapts their approach to meet the needs of the team and the needs of the organisation. If you learn to do this effectively, you’ll be more likely to get the best from your team and achieve your objectives. 

How to adapt your management and communication style

The best teams are diverse teams. Teams with different traits, different strengths, different ideas, and different experiences.

However, to create a diverse team, you need to be able to manage different personalities and working styles which means being flexible in the way you lead.   

If you try to manage everyone in the same way, you risk losing people who don’t respond positively to that style and your team becomes less diverse.

Recognise your preferred leadership style

Recognising your own strengths and weaknesses, working styles, and preferences can help you figure out where you could be more flexible and where development is needed.

With this in mind, think about your preferred style of management. How do you like to be managed and what management style do you lean towards when managing others?  

• Autocratic – make decisions without input from team members.
• Democratic – involve team members in the decision-making process, seeking input and feedback.
• Laissez-faire – adopt a hands-off approach, allowing team members to make their own decisions.
• Transformational – focus on inspiring and motivating team members to achieve their goals.
• Transactional – set goals and provide rewards or punishments to achieve specific outcomes and results.

All of these approaches have their place and it’s important to recognise which approach will work best in each situation. Sometimes you should take a collaborative approach to decision-making. Other times, you’ll need to take the lead. Be open-minded and willing to adjust your approach as needed.

Trying to manage all people and all situations in the same way will limit your success.

Get to know your team’s preferences

Not everyone likes to be managed in the same way. Some employees like having lots of input from their manager – they need structure and accountability. Others prefer to be “left to get on with it” – they want autonomy in how they complete their work.

Rather than trying to make people fit your way of working, adapt your management style to fit their way of working.

Be aware of how different employees like to work. What motivates them? How do they prefer to communicate? How much guidance and accountability do they need? How do they prefer to receive information and instruction? Do they prefer quick daily check-ins or would they rather have in-depth one-to-ones on a less frequent basis?

Being able to adapt your leadership style will help you get the best out of each team member.

Communicate effectively

Not everybody feels comfortable speaking in a group setting, so don’t limit your time with employees to team meetings. Make time for one-to-one chats. These chats don’t necessarily have to be formal sit-downs – a quick catch-up in the break room can be a great opportunity to get a colleague talking openly.  

Speak to your team members regularly to understand their needs, challenges, and ideas. Provide a safe space for people to express any concerns or challenges. Ensure everyone feels heard, valued and trusted.

Accommodate different learning styles

Understand that not everyone can absorb information in the same way – some people struggle to remember instructions that are delivered verbally, while others struggle to follow lengthy written instructions.

Adapt any training to accommodate different learning styles and cascade important information using multiple channels so it is accessible to everyone.

Improve your ability to respond to change

Your organisation will always face internal and external pressures, opportunities, threats, and challenges. Being a flexible leader means being able to adapt so you can deal with threats and pressures effectively, capitalise on opportunities and meet challenges head-on.

Be open to ‘Plan B’

You should avoid constantly changing or adjusting plans. It can be frustrating and confusing for colleagues and will make you look indecisive which could lead to employees losing confidence in you.

However, there will be times when you need to adapt your strategy and change direction and this is where you have to be ready to adapt.  

Don’t get too attached to a single strategy. Constantly evaluate systems, processes and progress, looking for opportunities for improvement. Be open to adjusting plans if something isn’t working or your priorities change.

Be optimistic but realistic

As a leader, you need to demonstrate confidence in change and avoid negativity. However, that doesn’t mean being unrealistic about the impacts of change or dismissing any concerns. If employees feel like you are faking optimism, you’ll damage your relationship with them.

Acknowledge any disappointments, downsides or challenges and be honest and transparent about potential problems. Do this in a constructive way and then show why the change is needed and promote the benefits it will bring.   

Be self-aware

Take some time to get clear about your own thoughts and emotions surrounding the change. Address any negative feelings you have – why do you feel that way? By acknowledging your feelings, you can avoid acting on impulse and letting your emotions cloud your judgement.  

Consider other people’s concerns

Don’t dismiss the concerns of others – work with them to overcome these concerns. Give team members a safe space to express their thoughts and ideas. Be aware that not everyone will express their feelings verbally, so look for social cues.

Developing your emotional intelligence will help you recognise other people’s emotions and consider their perspectives.

Apply critical thinking

When faced with tough choices around change, apply critical thinking. Think rationally, logically, and without bias to solve problems, form opinions, and make crucial decisions. 

Be curious. Ask lots of questions. Wonder, explore, and consider before you judge and decide.

Learn from others

Look at other leaders inside your organisation and externally. What do they do well? How have they dealt with similar situations? What could you learn from them?

Speak to your team members and ask for their ideas on how you could support them more effectively. Make sure you are approachable and open to constructive feedback.  

Even if your current leadership style seems to be working, make time for professional development. There is always room for improvement and there is always something new to learn.

Developing Flexible Leaders

As a manager or leader, there’s always something new to learn or a skill you can improve and develop. Organisations need to support managers and leaders in this development, but you also need to invest in yourself.

Getting formal leadership and management training will not only help you build your leadership skills, it will also help you grow in confidence, and increase your chances of career progression.  

Alternative Partnership delivers ILM-accredited Leadership and Management training programmes to support you and your teams in gaining formal, nationally recognised qualifications.

Find out more about our current ILM courses here or get in touch to discuss how our services could benefit you.