Some of my baseball instructors when I was younger were some of the most cutthroat and demanding

individuals I've ever known. They intimidated my team with harsh ultimatums, utilized fear to drive us to our
limitations on the physical and psychological levels, and didn't seem to care about us as individuals. They
exerted every effort to succeed, and when we failed, they punished us.
I assumed my bosses would be like my coaches when I first began doing internships in college. I was afraid to
make a mistake since companies need to genuinely turn a profit and not simply win a few games.
But as my final internship came to a close, I realized that since my employers were the exact opposite of my
coaches, I had never truly experienced failure fear in the working world. They were kind, understanding, and
most of all, patient. Even though there is a lot more at risk at the office than on a high school baseball field, it
felt like they cared about me just as much as they cared about their jobs.
Even if my managers have been kind to me, some bosses are nonetheless cruel, fear-inspiring, and scary, like
some of my baseball instructors. These strategies may provide short-term successes, but in the long run, all they
generate are disgruntled workers, disappointing outcomes, and a high turnover rate.

Check out this summary of the greatest leadership styles to embrace and the worst ones to avoid if you don't
want to be a jerk at work, particularly if you're a manager.

1. Visionary Management Style

A visionary manager inspires her staff to work hard to carry out her vision by communicating a purpose and
direction they can get behind.

Visionary managers often let their staff to begin working on their own terms, as long as they are productive,
after establishing their team's vision and broad plan. Managers will mostly check in on their team to see whether
they're on the correct track or to give fresh insights.

This greatly increases the feeling of autonomy that their workers feel, which is something that all managers
must do since self-direction is a fundamental psychological requirement. Humans are more pleased and driven
to finish projects when they are working on ones that they have greater control over. The ideal strategy for
managers to increase their team's engagement and confidence is to let their workers' personal motivations guide
the course of their job.

Visionary managers are renowned for being fair but forceful. Although they normally have a clear goal in mind,
they are always open to hearing what their staff has to say and are prepared to alter their strategy if a superior
concept is put forward.

Visionary managers provide a lot of input to their staff regarding their performance in order to better execute
their vision. They also offer them praise when their performance meets or surpasses expectations.

But it's challenging to execute this managerial approach. Before you expect your staff to carry out your vision, it
is imperative that you sell them on its purpose. If you don't, they won't be motivated to make your idea a reality.