Managing a team means optimizing everyone’s potential by accepting their differences.
I have observed in my career that leaders who surround themselves with like-minded people are bound to limit their development opportunities and those of their team. Managers who do not trust themselves are afraid to be surrounded by strong people who will challenge them in their way of operating and thinking. They deprive themselves from progress because they avoid innovation to maintain a form of control in a known reality that gives them a sense of security.
Confident leaders are aware that there are several ways of doing or seeing things. They encourage their people to collaborate and to share their views by providing feedback that continuously promotes learning.
Delegating responsibilities and allowing people to live up to their potential gives them a reason to get up in the morning and the desire to excel. It makes employees feel involved and motivated to make a difference in the organization.
Directive managers ask their people to perform the requested task without thinking and without questioning it.
Collaborative managers invest in relational capital and will not hesitate to ask for help and take risks to succeed collectively in achieving the goals.
In your opinion, which of the two has the better chance of recruiting their team and keeping an excellent rate of staff retention?
Different approaches can be complementary and rewarding, but sometimes threatening. Accepting that the other person may have a different perspective remains challenging for employees, but when they feel understood and respected, they’ll be committed to the path of continuous presence and improvement and value learning as a development mode.