It's often said that employees don't quit companies, they quit their bosses. Your relationship with your direct manager is arguably the most crucial factor in your happiness and success. job. Instead of getting frustrated or wishing your leader were different, the more strategic approach is to learn to "decipher" their leadership style and adapt your own way of working and communicating. This skill will allow you to build a smoother, more productive, and less stressful relationship.
The First Step: Observe and Diagnose
Before you can adapt, you need to understand. During your first few weeks at work, a key part of your 90-day plan It's about becoming a keen observer of your manager's behavior. Ask yourself these questions:
- How does he make decisions? Do you consult the team or communicate decisions that have already been made?
- What level of detail do you expect? Is he a manager who wants to see every step (micromanager) or just the final result?
- What is your preferred communication channel? Do you prefer formal emails, quick chat messages, or face-to-face conversations?
- How and when do you give feedback? Is it direct and frequent, or do you have to request it?
The 4 Most Common Leadership Styles and How to Adapt to Them
Although every person is unique, most managers tend to fall into one of these four archetypes.
1. The Managing Director
- How is: Clear, efficient, and task-oriented. Gives specific instructions and expects them to be followed precisely. Values control and quick results.
- How to Adapt: Reliability is key. Be extremely clear and concise in your communications. Provide frequent updates and don't deviate from instructions without consulting first. Focus on executing tasks flawlessly and on time.
2. The Collaborative Manager
- How is: Encourage participation, value everyone's opinion, and seek team consensus before making an important decision.
- How to Adapt: This is your moment to shine in meetings. Prepare, research, and don't hesitate to communicate your ideas assertively. Show your willingness to collaborate and be a team player. Your opinion is valued, so use it.
3. The Delegating Manager
- How is: He gives you a goal and has complete faith in your ability to achieve it, offering you a great deal of autonomy. At times, he may seem absent or disconnected.
- How to Adapt: Proactivity is your best friend. Don't wait to be told what to do. Manage your time, take the initiative in your projects, and, very importantly, keep your manager informed of your progress with regular updates so there are no surprises.
4. The “Coach” Manager”
- How is: He personally invests in your growth. He challenges you with new tasks, he gives you constructive feedback constant and acts as a mentor for your career.
- How to Adapt: Demonstrate a commitment to continuous learning. Actively seek feedback, express your professional goals, and show enthusiasm for new challenges. This is the foundation for success. good working relationship in the long term.
Communication is the Universal Key
Regardless of style, open communication can resolve almost any friction. Don't be afraid to ask directly: “To stay aligned with you, would you prefer a daily summary via email or a weekly update in our meeting?” This simple act of asking demonstrates your commitment to making the relationship work.
For those interested in the psychology behind these behaviors, the theories of situational leadership Hersey and Blanchard offer a very comprehensive framework. Invest time in understanding your manager, and you'll be investing in your own peace of mind and professional success.
