By Vicky Walker, HR expert, Westfield Health
Every manager is unique. Whether you’re overseeing a small team or a large department, your leadership style will influence the day-to-day operations, but it can also significantly affect employee wellbeing. Managers are often the first to spot wellbeing issues, especially if they’ve developed a strong relationship with their team. So, understanding different leadership qualities and when to use them, whether you have these naturally or are working to develop them, will help create a supportive environment for employee success.
Here, I look at five types of leadership styles and how they can impact employee wellbeing:
- The Visionary Leader
A visionary leader is a forward-thinker who keeps a close eye on the big-picture goal. They are known to create a collaborative vision and shared goals that they can work on with their team.
These types of managers advocate for their team and highlight their successes to create a sense of unity. While they’re likely to be motivated and proactive in their leadership style, they should remember to help their team manage their smaller, daily challenges. Being too future-focused can be demanding, so direct understanding of your team’s day-to-day is key to avoiding employee burnout.
2. The Directive Leader
Here, the manager takes charge with clear communication. They’re logical, task-driven and efficient. Usually, this leader knows how to stay calm under pressure and tackle even the longest to-do list. Their cool head positively influences their team, making them feel supported in times of stress.
However, being so task-focused, they must make sure to allow their team to take on responsibility and manage their time in a way that suits them. People with this management style should actively work to celebrate their team’s achievements and make them feel valued. This can help build personal connections that are vital when supporting employee wellbeing.
3. The Coaching Leader
A coaching leader is empathic and nurturing. They’re focused on fostering personal growth and close relationships that knit their team together. They encourage everyone to contribute and are great at reflecting on success, which builds a lot of trust with their colleagues. They’re likely to be clued into their team’s wellbeing and feel comfortable discussing any issues that might come up.
One thing to keep an eye on is that the team still has clear direction and goals to avoid a lack of clarity. This will help to avoid anxiety and keep even the most results-driven employees motivated. It’s all about finding the right balance.
4. The Affiliative Leader
Affiliative leaders are strong collaborators who are keen to seek different perspectives, opinions, and input from their team. People with this management style are advocates for listening and inclusivity with clear insights into their people’s emotional wellbeing. These close relationships help the affiliative leader create happy, healthy teams.
It’s important that naturally affiliative leaders get comfortable with offering constructive feedback to help their people grow. Sometimes, these managers will need to put their priorities first to protect their own mental health.
5. The Pace-setting Leader
The pace-setting leader leads by example. They’re strategic, knowledgeable and an expert in their field. They’re often great at coping under pressure and balancing their passion with their excellent organisational skills.
Nevertheless, they should be mindful that other people might not always be able to keep up with their energy. If they can offer their team flexibility in their schedule, this can help people work in a way that suits them to avoid tiredness and issues with burnout. Making time for their team’s personal development is another approach that can build confidence and prevent any skills gaps from slowing them down.
Curious about your own management style? Take this simple, five-minute leadership quiz to discover which famous manager best reflects your approach and gain tailored tips for enhancing employee wellbeing.
