The results reflects your predominant Managerial Style and natural ways of managing, as indicated by the Scores under each style.
(Take A Screenshot)
| Section | Your Scores |
|---|---|
| Directive Style | Row 2, Content 2 |
| Supportive Style | |
| Participative Style | Row 3, Content 1 |
| Achievement - Oriented Style | Row 3, Content 1 |
Style 1 - Directive Style
A directive manager provides clarity, structure, and direction, especially when timelines are tight or stakes are high.
They are clear about what needs to be done, by when, and to what standard.
This style reduces ambiguity and helps teams move fast in uncertain or critical situations.
Directive managers are skilled at setting expectations and defining roles clearly.
They are not dictators, but they take charge when clarity is missing.
This style works best when teams are new, inexperienced, or when decisions must be made quickly.
Overuse, however, can lead to dependence and reduced ownership.
Style 2 - Supportive Style
A supportive manager focuses on relationships, trust, and emotional safety.
They are approachable, empathetic, and genuinely concerned about employee well-being.
This style helps reduce stress and builds loyalty, especially during change or pressure.
Supportive managers listen patiently and acknowledge effort, not just outcomes.
They create an environment where people feel respected and valued as individuals.
This style is particularly effective when morale is low or emotions are high.
If overused, it may avoid tough conversations or dilute accountability.
Style 3 - Participative Style
A participative manager actively seeks input and involves the team in decisions.
They believe better decisions come from collective thinking, not individual authority.
This style increases engagement, buy-in, and commitment to outcomes.
Participative managers ensure people know their opinions are heard and considered, not ignored.
They encourage debate, discussion, and shared problem-solving.
This approach works well with experienced teams and complex challenges.
If not balanced, it can slow decision-making or create confusion about final accountability.
Style 4 - Achievement-Oriented Style
An achievement-oriented manager sets high standards and stretch goals.
They constantly push themselves and their teams to perform better.
This style promotes excellence, innovation, and continuous improvement.
Achievement-oriented managers express confidence in their team’s ability to succeed.
They challenge complacency and encourage people to step outside comfort zones.
This approach works well with high-performing, motivated teams.
Overuse may create pressure, fatigue, or fear of failure if not paired with support.
