What influences your management style the most?

1.2k views4 Upvotes13 Comments

Inventor, Wearables Pioneer, Product Designer and Manager, Thought Leadership in Software, 2 - 10 employees
I treat employees like I would treat any family member or friend—with care. A lot of the disgruntlement that people—especially young people—have with their jobs is because they don't feel like somebody is looking out for them, or that they're appreciated and have someone that they can depend on. They don’t feel like they're working for someone who really gets them, and it creates apathy.

There's a chance for the manager to always be the hero in somebody's life. There's a potential for you to play an important role in that person's life as a mentor. A lot of people don't realize that and they dislike the management part of their job. They see it as a chore, because they'd rather be doing individual contribution work. But management is a way to foster people's growth. It can be a very nurturing yet creative role.
Director of IT in Miscellaneous, 51 - 200 employees
My management style is of Empowerment, Trust. I do not claim to be an expert in everything. My focus has always been to be able to identify people appropriately - ensure that we are able to develop them to be able to execute and surpass the expectations.  The management style has to be a leader and not a manager - Focus on We and not I, Always Lift up and support employees, Inspire and have compassion. Always focus on the intention and trust - the end result will always be there.  Trust and empathy influences my management style the most. 


Director, Information Security in Education, 1,001 - 5,000 employees
I like giving people near complete autonomy over their work. As long as it meets the overall parameters set (deadlines, requirements, documentation, etc) and doesn’t actively interfere with the work of others.

I would not want to be micromanaged and I have no desire to micromanage others. When people are hired, especially in an IT role, they’re hired based on their experience and knowledge and managers should trust that a worker can apply this to their task. Why hire them if that can’t be a trusted? A manager’s role in this should be keeping everyone on track to meet goals, delegating tasks, and mediating issues as appropriate (e.g. some people want alternative scheduling but it’d conflict with weekly status meetings.)

This frees a manager up to do other stuff and really avoids beating down the morale of the people doing the work.
Technology Compliance Director, Information Security in Travel and Hospitality, 51 - 200 employees
The make up of the team and the type of work they are doing influence how we need to lead the crew.
Founder & CEO @Amby.co, @DesignString.com in Software, 11 - 50 employees
What I tolerate and don't tolerate.
CIO in Education, 201 - 500 employees
What gets me the desired outcome. And continually revisiting what gets me that desired outcome. I morph my style to get the desired outcome. Even when it's uncomfortable for me. Example, I'm an introvert. I present as an extrovert as that gets me where I need to be.
CIO in Education, 1,001 - 5,000 employees
Learning from my previous mistakes and having empathy (in no particular order).
Director in Manufacturing, 1,001 - 5,000 employees
1# being exposed to bad management- learn what not to do
2# having a great leader and learning by example
3# having great peers to discuss things and brainstorm strategy/solutions
#4 open to input from the team, they all have experiences I probably do not
Director of The Digital Workplace in Software, 201 - 500 employees
Things that frustrate me + feedback from the team.
Chief Technology Officer and Chief Information Officer, Self-employed
People. Their reaction. I think it is a success when I can motivate them, bring their enthusiasm up, make them enjoy things they do for me. I think it is a failure if they get demotivated, burned out, or loose interest in their job. This is a valuable feedback I use to become a better manager, better leader. Ability to read people, their mood, their attitude is the most valuable tool you may have. EQ is the key to be better at management.

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