View Source: Jane Clark

Today’s managers juggle a variety of responsibilities, operating in a volatile, uncertain, complex, and ambiguous environment. Realizing different managerial styles can help bridge the gap between employee and boss.

This is part one in a two-part series on the differences in working styles and how to best utilize them in the workplace.

Today’s managers juggle a lot of responsibilities. According to Gail Green, president of Go Green Learning, those roles include coach, firefighter, counselor, team builder, mediator, active listener, morale booster, and example.

Managers are operating in a volatile, uncertain, complex, and ambiguous environment; not all managers have the same work styles.

Speaking at a recent NationaLease meeting, Green identified five different work styles:

  • Amiable: Focused team players who tend to be fair and just. They tend to be great listeners, but they dislike conflict.
  • Expressive: Idea-focused people who look at the big picture. They tend to be talkative and are passionate about their ideas. These folks tend to be the visionaries in an organization and prefer fun and change.
  • Analyzer: Detail-focused and concerned about accuracy. These people are thorough and need time to process information. They are the thinkers in your organization.
  • Driver: Results-focused. They like to be in control and focus on getting things done quickly.
  • Flex: These people adapt through multiple leadership styles, depending on the situation. They work well with others and can be engaged in conflict.

It is probably obvious that given the different management styles of these various leadership styles that they will have different expectations of the workplace. The same is true for non-manager employees, so you may want to help managers determine the different work styles of each of their employees.

  • People who fall into the amiable category expect appreciation and fairness in the workplace. They also value one-on-one time with their employees and supervisors.
  • The expressive leaders expect to be heard and have their ideas received. They also want fun interactions at work and expect change and newness.
  • The analyzers expect clear directions and accurate details. They also want time alone and value silence.
  • Managers in the driver group want their supervisors to tell things to them in a straightforward manner. They desire challenges as well as opportunities while at work.
  • Managers in the flex category need room to grow and develop. They want flexibility in the workplace and prefer to work with people who care.

In part two, we will talk about the importance of understanding what is in it for your employees and about bridging language to facilitate interactions between managers and employees.