Is Your Management Style Actually Holding Your Team Back? (And How to Fix It!)
Whoever said managing a team is easy was either lying, delusional, or just really good at delegating (to robots).
There are deadlines, different personalities, and the occasional office drama to juggle.
But here’s the kicker. Is it actually your management style(even if you have the best intentions!) the thing that is holding your team back from reaching their true potential?
Before we can answer that - let’s figure out what your management style truly is.
P.S. Want to understand more in-depth what management style you fall under and how to bets support your team under your direction? Get a preview of what DISC is all about or book a call with me today to find out how a DISC Profile Report can help you understand more about your management style.
What’s Your Style?
The DISC model is like a personality cheat sheet for understanding how people (and managers) operate. Each style has its strengths, but when taken to the extreme, they can turn into weaknesses faster than you can say “Houston we have a problem.”
The Dominant (D-Style ) Manager: “My Way or the Highway”
Have you watched the satiric series on ABC called Utopia? My husband is a massive fan because it touches on “fundamentally flawed” government programs and each series spotlights the bureaucracy and random activities that go on in the office. It’s hilarious, and Utopia has gained another fan (me).
From time to time, certain characters get pulled up by HR for their management style because they’re seen as “abrupt”, “abrasive”, or “blunt”.
What They’re Like: Dominant (D-style) managers are the go-getters. They’re decisive, results-driven, and don’t have time for small talk. They’re the ones who typically say, “Just get it done,” and expect it to happen yesterday.
In Utopia, Nat and Tony exhibit classic D-style traits. They’re task-oriented and deadline driven.
Why It Might Be Hampering the Team: While the no-nonsense approach can be great for hitting targets, it can also steamroll over creativity and collaboration. Imagine Jo, a D-style manager, who’s so focused on the end goal that she doesn’t notice her team is burnt-out from her constant pressure or blunt style of talking. Her team might start to feel like cogs in a machine, not valued for their ideas or well-being.
Real-Life Example: Picture this: Jo’s team is working on a big project. She’s laser-focused on the deadline, but her team is drowning in stress. Instead of asking for input, she micromanages every detail. The impact? Her team stops sharing ideas because they know she’ll just override them.
The Fix: Jo needs to take a breath and listen. Encouraging open dialogue and showing appreciation for her team’s efforts can go a long way. A little empathy can turn a stressed-out team into a motivated one. For starters, Jo can ask open-ended questions such as:
Is there anything I can help with?
How can I support you better?
What challenges are you facing?
The Influential (I) Manager: “Let’s All Be Best Mates”
What They’re Like: Influential managers are the life of the party. They’re charismatic, enthusiastic, and love a good brainstorm session. They’re all about big ideas and positive vibes.
Why It Might Be Hampering the Team: While their energy is infectious, their lack of structure can leave the team feeling lost. Think of Lee, an I-style manager, who’s so focused on keeping everyone happy that he avoids tough conversations. His team might love him, but they’re also frustrated by the lack of direction.
In Utopia, Rhonda displays secondary I-style traits. She loves big bold headlines, flashy press conferences and fancy media releases, but doesn’t really care about the details.
Real-Life Example: Lee’s team is working on a marketing campaign. He’s full of creative ideas but keeps changing the plan mid-project. His team is left scrambling, unsure of what the final goal even is. Meanwhile, deadlines are slipping, and the client is getting antsy.
The Fix: Lee needs to balance his enthusiasm with a bit of structure. Setting clear goals and sticking to them will give his team the direction they need, without killing the fun. To balance things out, Lee needs to:
Set clear goals and stick to them
Create a structured process for ideation
Empower his team - delegate and trust the team
The Steady (S) Manager: “Let’s Keep the Peace”
What They’re Like: S-style managers are the glue that holds the team together. They’re calm, supportive, and great at maintaining harmony. They’re the ones who’ll say, “Let’s take our time and do this right.”
Why It Might Be Hampering the Team: While their steady hand is comforting, their avoidance of conflict can lead to stagnation within the team. Take Dan, an S-style manager, who avoids rocking the boat at all costs. His team might feel safe, but they’re also stuck in a rut, with no one pushing them to innovate or think outside the box.
Real-Life Example: Dan’s team has been using the same outdated process for years. Everyone knows it’s inefficient, but no one wants to upset the status quo. Meanwhile, other teams are racing ahead with new tools and techniques.
The Fix: Dan needs to embrace a bit of healthy conflict. Encouraging his team to challenge the norm and try new approaches can lead to growth, without sacrificing the supportive environment he’s built. For example, Dan could:
Actively listen to feedback without dismissing ideas or defending the status quo
Reassure the team that it’s okay to make mistakes and that their input is valued
Lead by example by being open to change and showing enthusiasm for new approaches
The Conscientious (C) Manager: “Everything must be perfect”
What They’re Like: Conscientious managers are the planners. They’re analytical, detail-oriented, and love a good spreadsheet. They’re the ones who’ll say, “Let’s double-check everything before we move forward.”
Why It Might Be Hampering the Team: While their attention to detail is impressive, their perfectionism can slow things down. Meet Jemma, a C-style manager, who’s so focused on getting every detail right that her team misses opportunities to act quickly.
Real-Life Example: Jemma’s team is launching a new product. She’s focused on perfecting every aspect, from the packaging to the marketing copy. By the time they’re ready to launch, a competitor has already beaten them to the punch.
The Fix: Jemma needs to learn to let go a little. Trusting her team to handle the details and focusing on the big picture can help them stay agile and competitive. For instance, Jemma can:
Focus on key quality standards and timely launches instead of perfecting every detail
Delegate tasks and trust the team to handle details without micromanaging
Set clear milestones and stay open to adjustments for a more flexible approach
The Bottom Line: Balance Is Key
No matter your DISC style, the key to being a great manager is balance.
Whether you’re a dominant go-getter, an enthusiastic influencer, a steady peacekeeper, or a detail-oriented perfectionist, there’s always room to grow.
So, take a step back and ask yourself: Is my management style helping my team thrive, or holding them back?
A few small tweaks could be all it takes to turn your team from good to unstoppable.
Want to understand what management style you fall under? Get a preview of what DISC is all about or book a call with me today to find out how a DISC Profile Report can help you understand more about your management style.
