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There's the manager who goes for it and decides quickly, the one who motivates his team like a sports coach, the one who seeks to validate everything before moving forward, and the one who relies on the collective to bring out ideas. Everyone has their own way of leading, communicating and uniting. And that's often where it all comes down: in the way you get others on board.
Because there is no single good management style, but complementary approaches, with their strengths and blind spots.
Knowing your managerial profile means better understanding your posture, your impact and the way you coach your team on a day-to-day basis.
The Captain embodies clarity and action. He's a manager who moves fast, makes the right decisions and gives his team a solid framework for action. With him, priorities are clear, decisions are taken, and projects move forward without dispersion. His structure and sense of direction are reassuring: everyone knows where to go, how and why.
In moments of uncertainty, his ability to decide quickly becomes an asset. He knows how to mobilize his team around a precise objective, even when everything seems unclear. This style is highly effective in situations of tension or change: it enables you to stay the course when others are wavering.
But this strength can also become a trap. Under pressure, the Captain wants to control everything, sometimes to the detriment of consultation. His leadership energy can then tip over into rigidity.
Often, it's out of a desire to do well, to "take the helm", that he forgets to listen to weak signals or to make room for other voices.
This style is a force for stability and efficiency, especially in demanding environments.
And when he learns to listen more to his collaborators, he becomes a leader capable not only of making quick decisions, but of helping those around him to grow.
The coach, on the other hand, makes the team vibrate. He inspires, motivates and transmits his energy to the team. This manager deeply believes that performance is born of recognition and meaning. He knows how to create an atmosphere where everyone feels useful and supported.
His driving force: relationships. He talks to everyone, congratulates, encourages, and transforms individual successes into shared victories. When motivation falters, he rekindles the flame. When the team doubts, he gives meaning. The Coach does not lead by power, but by conviction.
In periods of change, his human approach becomes a strength. He reassures, explains, and maintains cohesion where others would simply impose direction.
His strength also lies in his ability to welcome his team's emotions without letting them fester.
This quality of listening needs to be worked on: understanding what lies behind tension is often the key to restoring trust.
Resources such as the NUMA e-book on managing emotions and conflict provide concrete guidelines for refining this posture on a daily basis.
But this energy can also backfire. Out of a desire to do the right thing, he sometimes exhausts himself, fearing that a detail will derail the dynamic.
Under stress, he has a tendency to over-control under the guise of benevolence, forgetting that trust also means letting go.
A coach's energy is contagious. And when he learns to set limits and delegate more, he becomes an inspiring and enduring leader, capable of combining benevolence and high standards.
The Strategist is a patient builder. He believes in his team's potential and in the power of autonomy. His management style is based on trust and empowerment : he prefers to guide rather than direct.
This manager takes the long view. They structure, delegate and give direction. His goal: to help collective skills grow.
He favors reflection, encourages initiative-taking and values progress.
In expert or stable environments, his approach develops maturity and long-term skills.
But his concern for accuracy can slow him down. Under pressure, he seeks to validate everything before moving forward. He hesitates, wanting to avoid any mistakes, even if this means slowing down the collective dynamic.
The Strategist acts as a potential developer. And when he learns to decide faster, he becomes a balanced manager: both visionary and empowering.
The conductor believes in the power of the collective. He listens, connects and brings out ideas. His management style is based on co-construction and collective intelligence : for him, richness comes from the diversity of points of view.
He creates a climate of expression and trust, where discussion gives rise to the best decisions.
In contexts of innovation or transformation, his approach stimulates creativity and reinforces trust.
But this openness has a downside: when decisions need to be made, he hesitates. His desire to preserve balance can hold him back, and decisions are slow in coming.
Under pressure, he fears offending or imposing, at the risk of losing effectiveness.
The conductor builds collective confidence. And when he learns to make quicker decisions, he becomes a balanced, unifying leader.
Nostyle is "the right one". Each has its strengths, its excesses and its contexts for success.
The Captain reassures, the Coach mobilizes, the Strategist develops, the Conductor connects.Understanding this diversity is essential, especially when working with profiles different from one's own.Knowing how to adjust one's posture, decode the other's reactions and find common ground is part of every manager's daily life.This is the whole point of the NUMA training course "Managing different styles", which helps to better collaborate between varied personalities and management styles.
There's the manager who goes for it and decides quickly, the one who motivates his team like a sports coach, the one who seeks to validate everything before moving forward, and the one who relies on the collective to bring out ideas. Everyone has their own way of leading, communicating and uniting. And that's often where it all comes down: in the way you get others on board.
Because there is no single good management style, but complementary approaches, with their strengths and blind spots.
Knowing your managerial profile means better understanding your posture, your impact and the way you coach your team on a day-to-day basis.
The Captain embodies clarity and action. He's a manager who moves fast, makes the right decisions and gives his team a solid framework for action. With him, priorities are clear, decisions are taken, and projects move forward without dispersion. His structure and sense of direction are reassuring: everyone knows where to go, how and why.
In moments of uncertainty, his ability to decide quickly becomes an asset. He knows how to mobilize his team around a precise objective, even when everything seems unclear. This style is highly effective in situations of tension or change: it enables you to stay the course when others are wavering.
But this strength can also become a trap. Under pressure, the Captain wants to control everything, sometimes to the detriment of consultation. His leadership energy can then tip over into rigidity.
Often, it's out of a desire to do well, to "take the helm", that he forgets to listen to weak signals or to make room for other voices.
This style is a force for stability and efficiency, especially in demanding environments.
And when he learns to listen more to his collaborators, he becomes a leader capable not only of making quick decisions, but of helping those around him to grow.
The coach, on the other hand, makes the team vibrate. He inspires, motivates and transmits his energy to the team. This manager deeply believes that performance is born of recognition and meaning. He knows how to create an atmosphere where everyone feels useful and supported.
His driving force: relationships. He talks to everyone, congratulates, encourages, and transforms individual successes into shared victories. When motivation falters, he rekindles the flame. When the team doubts, he gives meaning. The Coach does not lead by power, but by conviction.
In periods of change, his human approach becomes a strength. He reassures, explains, and maintains cohesion where others would simply impose direction.
His strength also lies in his ability to welcome his team's emotions without letting them fester.
This quality of listening needs to be worked on: understanding what lies behind tension is often the key to restoring trust.
Resources such as the NUMA e-book on managing emotions and conflict provide concrete guidelines for refining this posture on a daily basis.
But this energy can also backfire. Out of a desire to do the right thing, he sometimes exhausts himself, fearing that a detail will derail the dynamic.
Under stress, he has a tendency to over-control under the guise of benevolence, forgetting that trust also means letting go.
A coach's energy is contagious. And when he learns to set limits and delegate more, he becomes an inspiring and enduring leader, capable of combining benevolence and high standards.
The Strategist is a patient builder. He believes in his team's potential and in the power of autonomy. His management style is based on trust and empowerment : he prefers to guide rather than direct.
This manager takes the long view. They structure, delegate and give direction. His goal: to help collective skills grow.
He favors reflection, encourages initiative-taking and values progress.
In expert or stable environments, his approach develops maturity and long-term skills.
But his concern for accuracy can slow him down. Under pressure, he seeks to validate everything before moving forward. He hesitates, wanting to avoid any mistakes, even if this means slowing down the collective dynamic.
The Strategist acts as a potential developer. And when he learns to decide faster, he becomes a balanced manager: both visionary and empowering.
The conductor believes in the power of the collective. He listens, connects and brings out ideas. His management style is based on co-construction and collective intelligence : for him, richness comes from the diversity of points of view.
He creates a climate of expression and trust, where discussion gives rise to the best decisions.
In contexts of innovation or transformation, his approach stimulates creativity and reinforces trust.
But this openness has a downside: when decisions need to be made, he hesitates. His desire to preserve balance can hold him back, and decisions are slow in coming.
Under pressure, he fears offending or imposing, at the risk of losing effectiveness.
The conductor builds collective confidence. And when he learns to make quicker decisions, he becomes a balanced, unifying leader.
Nostyle is "the right one". Each has its strengths, its excesses and its contexts for success.
The Captain reassures, the Coach mobilizes, the Strategist develops, the Conductor connects.Understanding this diversity is essential, especially when working with profiles different from one's own.Knowing how to adjust one's posture, decode the other's reactions and find common ground is part of every manager's daily life.This is the whole point of the NUMA training course "Managing different styles", which helps to better collaborate between varied personalities and management styles.
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