What is the Best Management Styles in Extraordinary Leaders?

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When a person thinks about an extraordinary leader, what comes to mind? Bill Gates? Or perhaps Elon Musk? Warren Buffet, maybe? There’s one thing in common with all of these great people: they know how to value their employees.

Well, employees make up most of the organization, and this fact cannot be argued upon. So employees will always dominate the higher ups and upper management in every organization. Then, it is only wise for these successful people to pay respect to their workers and employees.

Let’s dissect some of the best management styles in extraordinary leaders.

Results-Based Approach

The first management style is the results-based approach. As the name explains, this management style particularly focuses on results. Leaders who follow this approach make it clear that they want results, through thick or thin. They let their workers and managers know that no matter what happens, results should not be compromised.

Have you ever heard of, the end justifies the means? Well, leaders who believe in this approach follow the same principle. On the positive side, these types of leaders are relatively cool-headed. They do not care about the process, so they might not worry about small details such as whether their employees are wearing ties or not, or whether they are working from home or present in the office physically or not.

These types of leaders define their end goals and sometimes even the process. But with this management style, there is less rigidity and this motivates employees and boosts their confidence. Not to mention that when leaders trust their employees to provide guaranteed results, employees can find motivation from this.

Autocratic Style Management

Now, this style is totally opposite to the one we mentioned above. When explaining autocratic leadership, think about the military. In the military, the commander tells their troops and they follow. If the commander tells them to sit, they sit. That’s how autocratic leaders work.

They believe in close monitoring of their workforce. Of course, this will be supplemented by continuous follow ups and questions about the work. Moreover, autocratic leaders are used to telling, not listening. They are not open to feedback because they think they know best.

This style works really well for places and organizations where the workers are not experienced. Due to their less experience, they need to be trained and taught. Moreover, the autocratic style also works for organizations where the trend of enforcing is common. What this means is, the employees are used to being told what to do. Since they are not required to do the thinking for themselves, they rely on their managers to tell them what to do.

No Style Management

As weird as this one sounds, no style management is an actual thing. This particular management style is adopted by leaders who believe in their ability to deal with the situation up front. They believe that getting ready for all situations is impossible, therefore, they should strengthen their workforce and team by adopting no specific style of management.

This often works because management styles can create a monotonous routine that can bore workers and employees. But this is where things go on the flow. Extraordinary leaders enjoy this management style because it gives them a lot of free hand. It doesn’t isolate them and doesn’t ask them to be a one trick pony.


Another common management style adopted by extraordinary leaders is laissez-faire. This word means leave to do.” It literally means just that. Jokes apart, leaders who believe in this management style place a lot of confidence on their workforce. In fact, it works the best in tech-related companies because there, the employees are knowledgeable and they are experts at what they do.

When we talk about this style of leadership, a name that comes to mind is Mark Zuckerberg. Facebook employs this style of leadership. Primarily because the workforce and employees of Facebook are extremely good at what they do. Since they are tech experts, they don’t need to be closely monitored or even told what to do. Their leader trusts them enough and they know that their leader trusts them.

This two-way bond creates something very interesting: a motivated and happy workforce. Indeed, this can make workers really happy since most want to avoid being monitored at all times and they like doing things on their own terms, in their own ways.

However, this style can become dangerous if the workers are left on their own without taking updates every once in a while. By human nature, we become lazy if we begin to believe that we can get away with not working or we can work tomorrow.


Another leadership style employed by extraordinary leaders is the participative management style. This style is extremely efficient because it ticks all the boxes that are required by employees and managers also.

This style asks for strong, innovative leaders who are ready to talk it out with their employees. These types of leaders are open to ideas, and this allows them to become approachable and humble as well. Employees can reach out to them and share their ideas, which can help the organization to grow altogether.

A leader who follows this management style is very close to their workforce. What this means is, they will always be up for some debate or discussion about what’s happening or what will happen in the workplace.

This is actually quite good because dialogue in workplaces is important. It promotes better results for both long- and short-term growth. However, leaders need to keep in mind that if they let too much slip into their worker’s hands, this can go extremely bad. Workers may begin to believe that they run the show and when the leader tries to take back control, they may retaliate and feel like their manager does not trust them. This can create a dissatisfied workforce that is bad for the organization.

There are several best management styles in extraordinary leaders but one thing remains common. They all work on maintaining a balance.  Whether it comes to giving power or taking power, managers need to strike the right balance.

Showing too much power is not healthy since it can make workers lose interest in work. Whereas giving them too much power can make them lazy and full of themselves. Extraordinary leaders survive along with their business even in harsh, difficult situations by finding the right solution to the problem that they are currently facing and that’s what makes them extraordinary.


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