Determining Management Styles



Commanding Management 

This works well for tight deadlines and a specific set of expectations for a project

Another form of management involves being much more direct with the way a situation is handled. It is more of a “Commanding” type of leadership. I rarely use this except when there is an extremely tight deadline for a project and there is no time to leave for any error or misjudgment. Or when a project must be handed off to a junior level member who needs exact guidance.

In this circumstance, projects are delegated with most information and detail already given by myself to the team. It is my least favorite way to work as it leaves less ability for my team to be creative and utilize and groom their talents. It tends to make the manager come across quite abrupt and the team feeling less accomplished so I make sure to give everyone appropriate verbal reward to keep morale up. It is best to use this sparingly.

Coaching Management

Great for grooming new employees

A type of management that I find personally rewarding as well as helpful to the company’s growth is “Coaching”. As we bring in young design talent or try to groom designers to take on new skills, this is a great way to build their confidence and set their goals in line with the company’s expectations.

This is usually a time based enterprise so make sure you spend your time wisely and in moderation on this type of managing. Because these are junior level employees, they will need to check in with you that their actions are acceptable to your expectations. The goal is to move them through the process so that they become comfortable to continue on their own. In many cases, employees are insecure in their actions and have a tendency to keep questioning each and every task that they accomplish repeatedly.

As a manager you need to acknowledge that they are doing well and can move to the next steps on their own. This coaching style can seem like micro-managing especially if you cannot move the employee to the next stages of being more independent. It is important to align them with other senior level team members so that they can utilize them for support when they need help or answers.

As a manager of many people, you will not always be around to offer them continued guidance so make sure they are set up to succeed. You want to find the right balance of time and information to spend with these individuals that will foster healthy growth for the employee but not hinder your ability to handle all of your other tasks.

Next up: Part 2

In part two I will address Team Management, a must when challenges outside of your comfort zone arise, Dealing with Conflict, Also Time Management, and Time for Self are Key Components for Being a Good Manager and a few recommendations going forward.

 Related articles:

The Qualities of Leadership- Part One

10 Ways Business Leaders Can Build Trust

Business Leader, “Heal Thyself

Tina Trevino
Tina Trevino
Tina Trevino, Partner & Director of Community Relations for Latin Biz Today is President & CEO of Tocaya Design under which she does design consulting for major apparel companies as well as designs, manufactures and markets her women’s lifestyle brand, Tocaya. With 25 years of industry experience most recently as Design Director of KBL Group Intl. Ltd., she has managed large creative design teams. Trevino provides insight on upcoming fashion trends for each season collaborating with designers, merchants and product development teams to help develop brand appropriate apparel. She specializes in sweaters, knits and wovens. Having previously worked with private label brands for stores like Kohl’s, NY & Co, White House|Black Market, and Ann Taylor to name a few as well as brands like Lee jeans, Wendy Williams, Brooke Shields Timeless, Torn by Ronny Kobo, and Whitney Port, she has the ability to build brands from the design and merchandising process all the way through fitting, production, and marketing.

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