Democratic Management

In this style, managers encourage employees to give input during the decision-making process, but are ultimately responsible for the final decision.

Communication goes both ways, top-down and bottom-up, and team cohesiveness is increased.

This process allows for diverse opinions, skills and ideas to inform decisions.

 

  1. Consultative Management style

In this style, managers ask for the opinions and thoughts of their team, consulting the viewpoints of every member of their team.

The manager will make the final decision, but they will consider all of the information given by team members before they do so.

This style is often used in specialized fields, where staff are experts and their input is needed for the management to make informed decisions.

Pros:

  • This style promotes a deeper bond between staff and management, and builds trust within teams.
  • Management grows with the team, as they learn from the ideas, opinions and experience of the employees that they lead.
  • Innovation and voicing opinions are encouraged, leading to better problem-solving.

Cons:

  • The process of consulting staff can be labour and time-intensive.
  • If a manager is not skilled in the time management aspect of this process, they can easily get bogged down.
  • If there is an appearance of favouritism or bosses not listening to opinions, employees may become resentful and distrustful of the manager.
  • Excessive reliance on this style can lead to staff losing trust in their boss, as they will start to wonder why they are always called on to help solve problems instead of management handling it as part of their job.

 

When to use this style

When managing teams with specialised skills or when the manager does not have as much experience as the team, the manager will want to consult with the team.

 

  1. Participative management style

In this style, managers and staff are all active members of the decision process.

Staff are given access to more information about the company and its goals, and are encouraged to innovate solutions.

Management seeks the thoughts, ideas and opinions of staff, works together with staff to make decisions and then the company acts on them.

Pros:

  • Employees feel as though they are valued by their management team and the clinic as a whole, and will respond with increased motivation and productivity.
  • The more they understand and connect with the clinic’s goals, the higher their engagement will be. Innovation is increased.

Cons:

  • This process can be a slow one, and there is a risk of staff with bigger personalities steamrolling less assertive staff members, leading to conflicts and resentment.
  • In clinics with trade secrets, letting staff have access to sensitive information can be risky.
  • If employees do not want to be involved in this type of decision making, they can grow to resent managers who employ this style.

When to use this style

When implementing large changes in a clinic especially ones where employees are resistant to new ideas or strategies

  1. Collaborative management style

In this style, management creates an open forum for ideas to be discussed extensively before making decisions based on majority rule. Staff are empowered to take ownership of outcomes, which can lead to increased engagement, innovation and creativity.

Pros:

  • Staff feel trusted, valued and listened to by all levels of their management team.
  • They are inspired to give their best work, find collaborative solutions to problems, and engage completely with the process.
  • Open communication means that workplace conflicts are often solved before real issues arise.
  • Turnover is decreased when employees are engaged, and diverse voices often lead to better solutions and outcomes.

Cons:

  • As with other democratic management styles, this process can be time-consuming.
  • Majority rule can also not always be the best choice for an clinic, and if there is a decision that is not in the best interests of the business, management will need to step in and change it, which can breed resentment and mistrust.

When to use this style

Any clinic that wants to increase engagement and trust, especially where there are large changes within the clinic or industry

  1. Transformational management style

This style of management is agile and growth-focused.

Managers focus their efforts on pushing their staff to ever greater accomplishments through encouragement, pushing them past their comfort zones regularly, and consistently motivating their teams to raise their bar for achievements.

Managers work alongside with their employees, inspiring their team to ever greater efforts by demonstrating their own work ethic.

Pros:

  • Innovation is increased, and employees will more easily adapt to change, disruptions, or challenging projects.
  • Creative thinking is encouraged, and problem-solving and product development will benefit from the increased flexibility of the staff.

Cons:

  • If not used carefully, this style will cause staff to burn out.
  • Staff may end up spread too thin, worn out from constantly pushing themselves, and unable to keep up with the pace.

When to use this style

For fast paced industries or if they are anticipating a period of changes within the industry

 

  1. Coaching management style

In this style, managers see themselves as the coach and their employees as the valued members of their team.

The manager’s job is to develop and guide their team, putting their team’s professional development at the forefront of their priorities. Long-term development is valued above short-term failures in this style, and the manager wants to promote learning, upskilling and growing in the workplace.

Pros:

  • Employees feel valued, they know that they will learn and develop within their roles, and are more likely to be engaged.
  • Managers build a strong bond with their employees, who will in turn be more likely to put forth their best work for their ‘coach’.

Cons:

  • This style can lead to toxic environments, as staff push for favoured roles and development tasks.
  • Too much focus on long-term development can leave short-term projects without proper support.

When to use this style

This is useful for clinics wanting to promote and develop talent from within, this is helpful with the competitive job market in aesthetics.