But, at the same time, they're inspiring figures who look after their teams. Team or "sound" managers commit to their organization's goals and mission, motivate the people who report to them, and work hard to get people to stretch themselves to deliver great results. It reflects a leader who is passionate about their work and who does the best they can for the people they work with. Team Management – High Production/High PeopleĪccording to the Blake Mouton model, Team Management is the most effective leadership style. What tends to be the result is a work environment that is very relaxed and fun, but where productivity suffers because there is a lack of direction and control. They assume that, as long as their people are happy and secure, they'll work hard. The Country Club or "accommodating" style of manager is most concerned about their team members' needs and feelings. Country Club Management – High People/Low Results The result is that their team will likely deliver only mediocre performance. Through continual compromise, they fail to inspire high performance and also fail to meet people's needs fully. Middle-of-the-Road Management – Medium Results/Medium PeopleĪ Middle-of-the-Road or "status quo" manager tries to balance results and people, but this strategy is not as effective as it may sound. You can learn more about these theories in our article, Theory X and Theory Y. A manager who believes people are self-motivated and happy to work is said to follow Theory Y. They probably adhere to the Theory X approach to motivation, which assumes that employees are naturally unmotivated and dislike working.
This approach can drive impressive production results at first, but low team morale and motivation will ultimately affect people's performance, and this type of leader will struggle to retain high performers. This type of manager is autocratic, has strict work rules, policies and procedures, and can view punishment as an effective way of motivating team members. The team's needs are always secondary to its productivity. Produce-or-Perish Management – High Results/Low PeopleĪlso known as "authoritarian" or "authority-compliance" managers, people in this category believe that their team members are simply a means to an end. With a low regard for creating systems that get the job done, and with little interest in creating a satisfying or motivating team environment, this manager's results are inevitably disorganization, dissatisfaction and disharmony. The Impoverished or "indifferent" manager is mostly ineffective. Impoverished Management – Low Results/Low People Let's take a look at the five leadership styles in detail. Houston: Gulf Publishing Company, Copyright 1991 by Grid International, Inc. Blake and Anne Adams McCanse (formerly the Managerial Grid by Robert R. The Leadership Grid® figure from "Leadership Dilemmas – Grid Solutions," by Robert R.
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