How do you like to be managed

Finding out the preferences of the team and how you like to be managed - Rostrup

Understanding how do you like to be managed is a powerful way to build stronger relationships between managers and their teams. Rostrup's tried-and-true method encourages asking people directly what management style suits them best since doing so fosters performance, responsibility, and engagement.

• Why it's important to inquire "how do you like to be managed"

• Teams are different; extroverts thrive on frequent conversation, while introverts may prefer individual autonomy. "How do you like to be managed?" is a question that allows:

• Personalized communication—specific feedback in terms of tone, style, and frequency.

• increased morale when people are aware that their demands are being addressed.

• Better outcomes—since management turns into a collaboration rather than an order.

Finding management preferences: doable actions

Begin candid discussions by asking explicitly in the first one-on-ones how you would want to be handled.

Employ pulse checks and surveys; anonymous inquiries might reveal trends.

Adjust and iterate: Utilize feedback to refine your coaching approach, update your methods, and assign tasks effectively.

Review frequently: Preferences vary, so check every three months or if there is a significant shift.

The old method is turned upside down by this question: instead of managing people the way you want, adapt your manner to suit their preferences.

Integrating your leadership philosophies with "how do you like to be managed?"

The core of Rostrup's concept is people-centered leadership:

Collaboration is prioritized over control when managing with people rather than to them.

Creating psychological safety by inquiring about preferences shows consideration and respect. rostrup.

Integrating equity and openness, which are fundamental principles of your company.

You may set an example for organizational principles by including "how do you like to be managed" into your leadership culture.

FAQ: All the information you require

What is the ideal time to ask this question?

A: Anytime expectations are established between parties, such as during probation, onboarding, or project initiation.

What happens if team members are unsure of their preferred management style?

A: Give them direction. Give them options: "Do you prefer autonomy or more direction?" Give specific instances to support it.

What happens if a team's preferences clash?

A: It's all about balance. Communicate openly by listening to concerns, outlining your justification, and striving for consistency while taking into account each person's requirements.

How can I get in touch again?

A: Plan frequent check-ins to find out how things are going for you. Take note of changing tastes and make adjustments.

Q: Will this slow down decision‑making? A: Initially, perhaps. But the insight you gain reduces uncertainty long term, boosting speed, clarity, and outcomes.

Including the question "how do you like to be managed" in management training

• This query is incorporated into our training frameworks at Rostrup:

• Managers role-play asking and understanding preferences during leadership courses.

• Creating customized action plans based on feedback is one of the coaching modules.

• This question is emphasized in performance programs as a diagnostic tool in leadership toolkits. This is a useful tool for improved wellness and performance, not simply a catchphrase.

Important lessons learned

By finding out how you prefer to be handled, management moves from presumption to understanding.

It increases psychological safety, accountability, and involvement.

It is crucial to have regular conversations and make adjustments.

The significance of this question is strengthened when it is ingrained in training and culture.

Leaders and teams will thrive together if you agree with Rostrup's talent-development philosophy, which emphasizes fairness, reliability, transparency, and people-centrism rostrup.co.uk.

Are you curious about how this strategy may function in your company? In order to instill best-practice tools like this question into your leadership DNA, Rostrup customizes programs.