Q. Dear Ammar, If a manager is using a directing style and feels that he/she needs to switch more to a facilitating style, how can one make such a move? I know I need to do this, but I do not know how. 

Regards,
J.L.

A. Dear J.L., To move more towards a facilitating style of leadership, the first step a leader has to take starts from within, by changing how one thinks about the employees.

A directing manager usually has less trust in his employees and their capabilities. He is also sceptical about employees’ motives and loyalty.  To move into a facilitating style of leadership, a manager has to first remember that like all human beings, employees have ambitions, wants and needs, and it is normal for them to pursue these ambitions. A manager needs to show them how they can fulfill these ambitions by doing a good job.

As far as loyalty, the manager has to remember that employees want to excel and do a great job at work if they are given the chance to do so and the right environment is provided by management. Therefore, the manager has to work on motivating team members.

The next step is related to the manager’s attitude  towards his employees. Employees are human beings who deserve respect and get motivated through nonmonetary means. They will respond well to team building and development efforts by the manager.  So, the manager must develop a real interest in his employees. 

The way the manager communicates ideas to the employees also counts.  Instead of giving direct orders that cast a shadow on his confidence in his team’s abilities, he should start making statements that build the team and make them feel that the manager is counting on them. These statements, whether verbal like, “we are counting on you,” and, “I know you can do it,” or through body language, such as smiling, can make a big difference. Giving the workers your full attention when they talk and listening to them is a good step towards a facilitating style of leadership.

Finally, the behaviour of the manager has to change.  A manager must bring in team members and confer with them on setting goals, making decisions, and setting ground rules for working with clients and among themselves as a team.  This builds team spirit and team members will start to have a sense of responsibility towards work. A facilitating manager listens, asks questions, coaches, supports, and provides mentoring to team members. In contrast, a directing manager gives orders, makes all the decisions and tells people what to do.  It takes less time for a directing manager to direct than for a facilitating one to facilitate.  So, get ready to put in the necessary time and effort for the facilitating style to work. 

The transition to a more facilitating style requires time for you and your team members to adapt.  Under the pressure of work and in tough situations, you might revert back to the directing style, and that is normal.  Over time, you will be able to become more facilitating.  Having said that, remember that there are situations at work when the directing management style will be necessary. So, when you need to, it is OK to go back to the directing style, but remember that it should be the exception rather than the norm. 

Wednesday, March 14, 2007