Management is constantly evolving and has a direct influence on the performance and commitment of teams. More than 2,760 professionals responded to our testWhat kind of manager are you?". The results highlight a variety of styles: from the explanatory manager to the directive manager, as well as participative and delegative approaches. Discover the results and the keys to developing even more effective management adapted to today's challenges!
As a manager, you can be part of 4 major management trends:
Directive
Explanatory
Delegate
Participatory
There is no 'ideal' profile, but knowing yourself and your management style is one of the keys to success. Here are the results:
4 complementary profiles
Explanatory manager (32 %): the educational leader
Attentive to interpersonal relations and results, the explanatory manager favours the transmission of knowledge in order to guide your team. A good listener, he also knows how to make decisions when necessary.
It creates a a reassuring and structured working environmentThey are a source of motivation for their team. It also encourages employees to develop their skills.
Nevertheless, they can sometimes benefit from developing their organisational skills to better manage priorities on a day-to-day basis. plan everyone's activities carefully.
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Participative manager (28 %): committed collaboration
A team-builder and enthusiast of dialogue, the participative manager actively involves his team in decision-making. In this way, they encourage cooperationcommitment and staff motivation.
Another strong point: his managerial style encourages creativity and innovation.
On the other hand, it can slow down decision-making processes. Developing a more assertive leadership is one of the areas for improvement.
[Training]
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Delegative manager (25 %): confident autonomy
Methodical and pragmatic, the delegative manager places a high priority on autonomy to its employees and makes them trust to carry out their missions.
In this way, it promotes and empowers its teams.
On the other hand, it can lack control and follow-up, with the risk of generating a feeling of abandonment among some employees. The solution? Improving direct communication while getting closer to the team.
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Directive manager (15 %): the effective organiser
Attentive to results, the directive manager gives clear instructions and awaits their strict enforcement.
On a day-to-day basis, he demonstrates high operational efficiency. This is a profile in demand in environments requiring rigour and discipline.
However, this rigour tends to limit initiative and creativity. His team is also likely to see him as authoritarian. So it's best to develop your interpersonal skills to create a calm climate.
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A shift in management towards greater autonomy
The test results therefore reveal a shift in management towards more teaching, listening and autonomyThe challenge for managers is to juggle different managerial styles in order to adapt to the expectations of their teams and to changes in the workplace. The challenge for managers is therefore to juggle different managerial styles to adapt to the expectations of their teams and to changes in the workplace.
While the strong presence of explanatory management (32 %) and participative management (28 %) is not surprising, the relatively high proportion of delegative management (25 %) and the lower representation of directive management (15 %) do attract attention.
A historically directive management culture undergoing change
Traditionally, management tends to be hierarchical and structured, particularly in large companies and the public sector. However, with only 15 % directive managers, the test shows a retreat from this model.
There are several possible causes:
- greater emphasis on autonomy
- the transforming the way we work (teleworking, project-based working)
The rise of explanatory and participative management
60 % of explanatory and participative managers
Almost one manager in three has an "explanatory" profile. Explanatory management is in the majority and is part of a professional culture where training, education and expertise are strong values. It also reflects a tendency to want to support teams by giving them precise benchmarks.
More than one manager in four has a "participative" profile. Participative management is part of a more recent trend, driven by Scandinavian and Anglo-Saxon models. The emphasis is on listening and co-construction of decisions. This approach is becoming increasingly popular, particularly with the rise of the collaborative work environments.
Delegative management: a relative surprise
Finally, one manager in four practices delegative management. This result is higher than expected. In a professional culture where hierarchical control and validation are still important, this figure reflects a change: managers seem to be greater confidence to their teams. This can result from expectations of the new generations that value empowerment and flexibility.
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Changing expectations of management
The world of work is changing rapidly and, with it, so are management expectations. Today, companies are looking for leaders capable of adapting their style to new professional realities. Employees expect more autonomy and trust. They want be judged on their results, not their time spent there. They also aspire to be managed in a more individualised way. Three major trends are emerging.
Agile and hybrid management: an imperative
The development of teleworking is forcing managers to be more flexible. Agile management, which is based on theadaptation and the responsivenessis becoming a necessity. The aim is to give teams more autonomy, while ensuring regular and effective monitoring. Managers who delegate find this a favourable environment, but must be careful not to lose the link with their staff.
Emotional intelligence at the heart of leadership
Technical skills are no longer enough: knowing how to listen, understand and motivate your teams has become essential. The rise of emotional intelligence is pushing managers, particularly those who are explanatory and participative, to strengthen their empathy and their ability to manage human relationships. This fosters a climate of trust and motivation, which is essential in increasingly collaborative environments.
[Training]
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A balance between control and autonomy
Too much rigidity can stifle creativity, while a lack of framework can generate stress and disorganisation. The current challenge for managers is therefore to juggling clear guidelines and freedom of action. Success is based on a mixed approach, with each management style finding its place according to the needs of the team and the situations encountered.
Want to discover your own management style? Take the online test and compare your profile with those of the 2,760 participants!
Success does not depend on an 'ideal' profile, but on a good understanding of yourself and your management style. And, in certain contexts, this asset becomes indispensable! For example: integrating a new team, managing ex-colleagues following a promotion... So, what kind of manager are you? Find out in a fun way by taking the test!
