Laissez-faire management styles

In this style, management takes a hands-off approach to leadership.

Staff are trusted to do their work without supervision, and they are left to control their decision making and problem-solving.

Management is present at the delegation and delivery stages of work, but otherwise steps back and gives staff the freedom to control their workflow and outcomes. Management is only involved during the process if  staff requests their assistance.

  1. Delegative management style
  • In this style, the manager is only present to assign tasks, although they still are responsible for tasks being completed successfully. Once the task is assigned, then the employees are empowered to do their work as they see fit.
  • After the task is complete, the manager steps back in to review the work and give advice about how to improve future projects.

Pros:

  • Innovation and creativity are fostered by this system, especially in clinics with highly skilled workers.
  • Problem solving and teamwork are strengthened, as staff are given space to handle their own issues and will work together to solve them.
  • Job satisfaction may be increased in those who crave autonomy in their workplace.

Cons:

  • Without leadership, performance may suffer.
  • Teams can experience a lack of direction, focus, or uniformity.
  • Poorly managed conflicts may flare up and breed resentment.
  • Some staff may feel that the management is not contributing anything towards the team’s success and become resentful.

When to use this style

Where the team is more skilled than the manager or if the manager has no real experience in this industry

 

  1. Visionary management style

In this style, managers lead through inspiring their staff.

Leaders explain their goals and the reasons behind them, convincing their team to work towards achieving their vision.

Team members are motivated by their manager, then allowed the freedom to achieve their tasks with minimal interference. Managers will check in from time to time, but they trust that their shared vision will keep employees on track and produce good results.

Managers offer a lot of constructive feedback during and after the process to assist their employees, and make sure they give praise.

Pros:

  • Engagement is increased because staff believe in what they are creating and are driven to complete tasks to the best of their ability.
  • Employees are more satisfied, motivation is higher and turnover will be lowered.
  • Innovation is higher, and problem-solving can happen quickly within teams.

Cons:

  • Not all managers are inspiring.
  • This is not a style that can be faked, employees must actually be inspired, or they will not perform as well.

When to use this style

A clinic that wants to drive innovation can use this style to push their staff into action