Career Job Interview

How to Answer the Question: “What is Your Management Style?”

How to Answer the Question What is Your Management Style

Simply because everyone works differently, managers may need to tailor their leadership efforts to the demands and work styles of their staff. Employers look for managers who have a management style that encourages employees to succeed and produce high-quality work.

Fortunately, you can lead and encourage your team members using a variety of management styles. We outline common management styles and provide example answers in this post to assist you with how to answer what is management style question. We assure you that by the end of this post you will be able to describe your management style in 3 words.

Why do employers inquire about your management style?

Employers frequently query a supervisor’s management style to get a sense of how they lead their team and determine if it meets their employees’ current demands. Depending on the tasks they complete, how quickly they are completed, and how well they respond to different types of leadership, many departments and their employees can vary.

An IT team, for example, may respond better to supervisors who allow them lots of room and ask for help when they need it. To provide excellent work, a marketing team may require regular help and participation from their superiors. Employers can examine their departments’ needs and performance before appointing a supervisor with the right management style. As a result of their supervisors’ drive, the teams may create more valuable work.

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How do you respond to the question, “What is your management style?”

Employers value this question because it allows them to assess how well you communicate with employees in their department. To understand how to respond to the question “What is your management style?” during your interview, follow the steps below.

1.    Consider prior supervisors’ management styles.

Consider your former supervisors and study their management style before answering the question. Determine what attributes they possessed and how they aided your performance. Did they inspire and motivate you to generate high-quality work? If they did, you might want to adopt that management style as your own.

If you’ve had bosses who weren’t very good at inspiring you, look at the characteristics they possessed that made you feel less enthusiastic about your job. You can use attributes that are opposed to their management style.

2.    Identify the characteristics that make you a successful manager.

After you’ve evaluated the attributes your previous managers have, consider the talents you currently possess that make you a good manager. You can use prior leadership positions to discuss what makes you a strong manager if you’ve earned abilities or knowledge that can help your staff flourish. Make a mental list of these attributes before or during the interview, and try to bring them up when answering this question.

3.    Identify the qualities you believe a good manager should possess.

You can briefly describe the attributes you believe a good manager possesses before outlining your management style. This might assist employers to understand what management abilities you think are important and let them know that you have them as a manager. After you’ve established what a good manager is, you can talk about your management style and how you apply these talents to it.

4.    Figure out which management style you have.

You can now discuss the unique management style you believe you have. You can mention the following management styles in your interview when asked questions like “What is your management style preference”:

·       Transformational management

This management approach encourages employees to reach their full potential. Managers that use this approach continuously encourage their employees to improve their existing talents and learn new ones

·       Management with foresight

Visionary leaders create a vision for their people to follow and motivate them to achieve the vision’s goals. They let their staff complete these duties on their own once they’ve communicated these objectives.

·       Management that is democratic

These bosses are aware of and appreciate their workers’ suggestions. They frequently give their staff a strong voice when making crucial choices in the department to show them that their input is valued.

·       Management of mentoring or training

This management style, also known as servant leadership, focuses on encouraging, motivating, and supporting team members. These managers frequently prioritize their employees’ needs over projects or duties.

·       Management with a lot of leeways

Managers who practice laissez-faire management enable their staff to make the majority of their own decisions and work on projects with little to no oversight. These supervisors frequently feel that their staff work best on their own and will offer assistance if asked.

Read more on what type of work environment do you prefer?

5. Tell a tale about a time when you applied a certain management technique.

You can briefly describe an occasion where you applied this management style with an employee after discussing your management style. This gives employers a better understanding of when you’ve used various styles and whether the results were positive. It also helps them visualize how you would manage their employees if you used these management methods.

If the interviewer asks for further details, you can summarize it in one or two phrases and then expand on the story.

What is your management style examples

Based on your management style, you can utilize the examples below to help you come up with your solution to this issue.

Example 1: Exercising transformational leadership

“A good boss, in my opinion, is both motivating and encouraging. I’m always trying to push myself out of my comfort zone, and I enjoy encouraging my staff to do the same. They are typically capable of overcoming many difficult challenges, so I use my transformational management style to assist them in completing this difficult task when necessary. This is something I’ve done with a content writer I used to manage. I urged them to write long-form content pieces about topics they were unfamiliar with. As a result, they became my marketing team’s strongest research writer.”

Example 2: Exercising foresight in management

“A strong manager can communicate and listen effectively. When working with staff, I use these to give a professional visionary management style. It’s often just as important to communicate your project’s vision to the personnel as it is to have them carry it out and produce great outcomes. When working with members of my marketing team, I frequently construct a vision for the campaign and then delegate the task of developing a plan, designing and writing a successful campaign to my team, while I monitor and respond to any questions that arise.”

Example 3: Democratic leadership

“I consider my department’s personnel to be members of my team, and I treat them as such. My democratic management style entails close collaboration with team members to establish strategies and jointly make choices. Working on projects that we all agree on allows me to ensure that my employees are aware that their thoughts and perspectives are heard regularly. This motivates and encourages people to produce outstanding results as they work to bring their original concepts to life.”

Example 4: Mentoring or training management

“Building a relationship with employees and keeping them motivated to continue doing good work is an important part of being an effective manager. When my staff complete a difficult project or submit outstanding work, I consistently reward them with positive reinforcement through my mentoring management style. If they receive a project that they believe is too complex or overwhelms them, I listen to their concerns and choose how to proceed with the job. This allows people to feel inspired to produce strong and impressive work in a relaxed setting.”

Example 5: Laissez-faire management

“Employees, in my opinion, function best when their job is not continuously monitored by management. This is why I manage in a laissez-faire manner. Because each employee has a distinct approach to work, I let my employees execute their tasks in any way they deem fit. If they require my assistance, I will gladly assist them. Allowing my account management team to work directly with clients to satisfy their needs and assisting when they get stuck or need help aiding a difficult client is how I accomplish this.”

Hello…this is for you!!! How would your boss and coworkers describe you

What is your management style when leading other employees

You must first establish what good management means to you before you can discuss your management style. Being able to articulate this will assist the interviewer in determining the type of manager you are.

Consider this: what does a good manager resemble? They aren’t only tall, black, and attractive. Make sure to emphasize features and skills that are significant to them based on your knowledge of the firm.

Consider the following qualities in a competent manager:

  1. They value the company’s culture: A skilled manager appreciates the aspects of the organization that distinguishes it. Managers should be invested in the culture that distinguishes them from competitors in their field.
  2. Positivity: A positive mindset, like a cold, can spread to those around you. But don’t shut up about this one: when a boss has a great attitude and is enthusiastic about their work, it might inspire everyone else to be more optimistic and work more.
  3. Prioritization skills: Being able to prioritize and concentrate on the work at hand is a winning strategy. A smart manager knows how to prioritize the most critical tasks and motivate their team to work on them. Successful managers don’t grumble about things that need to be done; instead, they figure out how to get them done on time.
  4. Warmth and empathy: Working with robots is something that no one wants to do. Managers should lead and guide their staff with compassion. Everyone passes through difficult periods that make it difficult to complete a job. It’s critical that a manager cares about his or her employees and can push them to perform at their best.
  5. Honesty: Honesty is possibly the most important of all the attributes that create a great boss. The finest bosses will tell their people what they need to know, not what they want to hear. Although the truth can be painful, it is the only way for your team to achieve it.
  6. Accountability: It takes more than just getting the job done to be a good manager. Good managers hold themselves accountable, work to attain their objectives, and accept blame when things go wrong.
  7. Flexibility and decision-making: The top managers are capable of making major decisions that benefit their team. Instead of expecting everyone to respond to the same management style, good managers should be able to think quickly and adapt their approaches to each employee.

Conclusion

Management is one of the most difficult jobs in the world. There’s a reason we’ve all had at least one bad boss, but it doesn’t have to be like this. You’ll be better equipped to lead your team through hard and successful moments now that you know what skills to discuss and what to say when asked about your management aptitude.