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I chose this artifact because I wanted to see the Balanced Scorecard in action.

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The Balanced Scorecard Explained with Examples

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I have heard of Gnatt Charts but I have never actually used one before. I wanted to learn more information about them so I included this video.

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Gantt Charts, Simplified - Project Management Training

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I prefer my information in a visual form and I knew that the PDCA cycle is bound to have something already built. The article associated with this artifact also provides more information about each of the phases of this cycle.

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This video reinforces the information covered in module 8. I had a hard time retaining this section so I wanted to take some additional time to get the information from a different method.

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Since I hold the ability to inspire others to such a high regard, I wanted to improve my own ability to do so. I chose this article to give me an idea of where I can start.

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10 ways to inspire others and change their life | Tony Robbins

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When was the last time you spoke with someone you found truly inspiring? While it is tempting to relegate "inspiration" to the purview of inspirational speakers, the reality is that inspiration and awe play underappreciated roles in our day-to-day lives.

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This video breaks down why Obama's keynote speech in 2004 was so inspiring. I believe that the ability to inspire change and action in others is the most important trait of a leader. This video demonstrates how powerful inspiration can be.

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Simon Sinek explains what makes a leader great. I really enjoy inspirational speeches about how to be a better leader. I watch these often to help in my career.

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When I think of motivation I think of Daniel Pink's Drive. This video fundamentally changed the way I think about what motivates people.

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RSA ANIMATE: Drive: The surprising truth about what motivates us

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This video dives into how to avoid miscommunication. It reinforces the model described in the reading with other examples.

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How miscommunication happens (and how to avoid it) - Katherine Hampsten

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I wanted to learn more about how collective bargaining happened and came across this infographic. It shows the steps and key milestones along the process.

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Module 6: Recruitment Tips with Simon Sinek

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Module 6: Recruitment Tips with Simon Sinek

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Simon Sinek is one of my favorite professional speakers so my personal bias played a part in choosing this artifact. Bias aside, this video provides another layer to consider when hiring employees and why.

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Hiring hack: How to better evaluate your candidates | Simon Sinek | Big Think

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I find it really helpful when information is presented in imagery and with some color, so I found this to reinforce what the different departments of HR are responsible for.

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Its always powerful to hear from the source why they chose something. It's interesting to hear why he chose the structure he had for Apple.

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Module 5: Four Types of Organizational Structures

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Module 5: Four Types of Organizational Structures

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I wanted to see more examples of what some of the various types of Organizational Structures would look like.

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I was curious how management would need to adjust after a plan to restructure an organization has been implemented. Sometimes it is necessary for a company to transform and managers need to know how to handle these situations.

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Module 5: Apples Organizational Structure

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Module 5: Apples Organizational Structure

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I love a real world example for anything that I learn. This video breaks down all aspects of Apple's Functional Structure. I think it provides a whole new level of understanding to how an organizational structure impacts how the company functions and its culture.

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How Apple Is Organized for Innovation: The Functional Organization

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This video demonstrates what it looks like to perform a SWOT Analysis using Starbucks as the company. Seeing this technique in action inspires more confidence with me to able to use this in my professional life.

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Module 4: The Subconscious Aspect of Value Proposition's 

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Module 4: The Subconscious Aspect of Value Proposition's 

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This video explains how our subconscious plays a role in brand loyalty. We know that the Value Proposition is the what makes a product more valuable than a competitors to the consumer, this video explains the subconscious role in that.

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How Apple and Nike have branded your brain | Your Brain on Money | Big Think

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I use SMART Goals all the time at work and I find worksheets like this to be very helpful when I go to write them.

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Here are some SMART goals examples for students and a FREE printable template to use. You can download a SMART goal setting worksheet.

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Module 4: Tips for Making Decisions as a Manager

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Module 4: Tips for Making Decisions as a Manager

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I wanted to look more into actionable ways managers can use decision-making techniques. I find the 5 mentioned by this article to be something I can, and have, used in my own career.

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Decision-making is an essential business skill that drives organizational performance. A survey of more than 750 companies by management consulting firm Bain found a 95 percent correlation between decision-making effectiveness and financial results. The data also showed companies that excel at making and executing decisions generate returns nearly six percent higher than those of their competitors.

At many organizations, it's up to managers to make the key decisions that influence business strategy. Research shows, however, that 61 percent of them believe at least half the time they spend doing so is ineffective.

If you want to avoid falling into this demographic, here are five decision-making techniques you can employ to improve your management skills and help your organization succeed.

Decision-Making Techniques for Managers

1. Take a Process-Oriented Approach

One of your primary responsibilities as a manager is to get things done with and through others, which involves leveraging organizational processes to accomplish goals and produce results. According to Harvard Business School Professor Len Schlesinger, who's featured in the online course Management Essentials, decision-making is one of the processes that can be used to your advantage.

"The majority of people think about making decisions as an event," Schlesinger says. "It's very rare to find a single point in time where a 'decision of significance' is made and things go forward from there. What we're really talking about is a process. The role of the manager in overseeing that process is straightforward, yet, at the same time, extraordinarily complex."

When establishing your decision-making process, your first action should be to frame the issue at hand to ensure the right questions are being asked, and everyone agrees on what needs to be decided. From there, build your team and manage group dynamics to analyze the problem and craft a viable solution. By following a structured, multi-step process, you can achieve the desired outcome.

2. Involve Your Team in the Process

Decision-making doesn't have to be done in a vacuum. Involve your team members in the process to bring multiple points of view into the conversation and stimulate creative problem-solving.

Research shows team decision-making is highly effective because it pools individuals' collective knowledge and experience, leading to more innovative solutions and helping to surface and overcome hidden biases among the group.

By considering others' perspectives on how to approach and surmount a specific challenge, you can become more aware of your own implicit biases and manage your team with a greater level of emotional intelligence.

Emotional Intelligence Skills: What They Are & How to Develop Them

3. Foster a Collaborative Mindset

It's critical to foster the right mindset early in the decision-making process to ensure your team works collaboratively, not contentiously.

When facing a decision, there are two key mindsets to consider, which are:

Advocacy: A mindset that views decision-making as a contest. In a group with an advocacy mindset, individuals seek to persuade others, defend their positions, and downplay their weaknesses.

Inquiry: A mindset that navigates decision-making with collaborative problem-solving. Unlike the persuasion and lobbying approach of advocacy, an inquiry mindset centers on individuals testing and evaluating assumptions by presenting balanced arguments, considering alternatives, and being open to constructive criticism.

"On the surface, advocacy and inquiry approaches look deceptively similar," says HBS Professor David Garvin in Management Essentials. "Both involve individuals engaged in debates, drawing on data, developing alternatives, and deciding on future directions. But, despite these similarities, inquiry and advocacy produce very different results."

A recent study by software company Cloverpop found that decisions made and executed by diverse teams deliver 60 percent better results. Strive to instill your team members with an inquiry mindset, so they're empowered to think critically and feel their points of view are welcomed and valued, rather than discouraged and dismissed.

4. Create and Uphold Psychological Safety

In order for your team members to feel comfortable sharing their diverse perspectives and working collaboratively, it's crucial to create and maintain an environment of psychological safety.

According to research by Google, psychological safety is the most important dynamic found among high-performing teams.

"Psychological safety is essential-first and foremost-for getting the information and perspectives out," says HBS Professor Amy Edmondson in Management Essentials. "It's helpful to be able to talk about what we know and think in an effective and thoughtful way before coming to a final conclusion."

To help your team feel psychologically safe, be respectful and give fair consideration when listening to everyone's opinions. When voicing your own point of view, be open and transparent, and adapt your communication style to meet the needs of the group. By actively listening and being attuned to the emotions and attitudes of the team, you can forge a stronger bond of trust with your employees and make them feel more engaged.

5. Reiterate the Goals and Purpose of the Decision

Throughout the decision-making process, it's vital to avoid a common management pitfall and not lose sight of the goals and purpose of the decision on the table.

The goals you're working toward need to be clearly articulated at the outset of the decision-making process-and constantly reiterated throughout-to ensure they're ultimately achieved.

"It's easy, as you get into these conversations, to get so immersed in one substantive part of the equation, that you lose track of what the actual purpose is," Schlesinger says.

Revisiting purpose is especially important when making decisions related to complex initiatives, such as organizational change, to ensure your team feels motivated and aligned, and understands how their contributions tie into larger objectives.
5 Tips for Managing Change in the Workplace
Making Decisions Effectively

Enhancing your decision-making capabilities can be an integral part of your journey to become a better manager and advance your career. In addition to real-world experience, furthering your education by taking a management training course can equip you with the skills and knowledge to enable both your team and organization to thrive.
Do you want to design, direct, and shape organizational processes to your advantage? Explore our eight-week online course Management Essentials, and discover how you can influence the context and environment in which decisions get made at your organization.

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5 Key Decision-Making Techniques for Managers | HBS Online

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Decision-making is an essential business skill that drives organizational performance. A survey of more than 750 companies by management consulting firm Bain found a 95 percent correlation between decision-making effectiveness and financial results. The data also showed companies that excel at making and executing decisions generate returns nearly six percent higher than those of their competitors.

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This video provides a brief history of how Coca-Cola went from a medicine in Atlanta, Georgia to being the most popular soda around the world. It's very interesting to see how large a company can grow and how many countries a product could be sellable in.

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What Makes Coca-Cola a Global Marketing Success?

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This infographic is so cool! I also appreciate that it calls out McDonalds as having a lower customer satisfaction rating lower than the IRS! It is really powerful to visualize exactly how far the beans for my morning coffee have had to travel.

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Module 3: John Green Explains Globalization

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Module 3: John Green Explains Globalization

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John Green has the ability to explain concepts in a way that really resonates with me, so I would hope that the same is true for others. This 12 minute video is informative, entertaining, and an easy watch. He provides the example by walking us through the "journey of a t-shirt" from manufacturing to the customer.

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Globalization I - The Upside: Crash Course World History #41

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While globalization has contributed to the advancement of our world, it has come at a cost. I think it's important to be aware of its negative impact too.

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This video provides specific examples of how companies emphasize their culture. I wanted to see Organizational Culture in action.

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3 Powerful Company Culture Examples | AIHR Learning Bite

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I chose to include this video because it provides an overview of what is included in Business Ethics and examples of commonly known companies following these ethics. I wanted to learn more about how companies practice their ethics.

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Business Ethics | The Impact of Ethics on Business

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I chose this graphic to reinforce how CSR connects with Sustainability. CSR are among some of the actions that an organization can take towards becoming sustainable.

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Module 2: Corporate Social Responsibility 

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Module 2: Corporate Social Responsibility 

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I'm including this article because it takes deeper dive than our readings did into Corporate Social Responsibility. I wanted to further look into types of CSR organizations implement and the type of jobs available in this area. This article provides that information.

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Corporate social responsibility is all about companies playing their responsible part in society and giving back to society, and a big part of that is fundraising for worthy causes. Companies, customers and communities can and should thrive together.

Whether you are a company that wants to support one good cause, enable regional offices or shops support local community causes, let your customers support causes they choose or reward your staff with a donation to a cause they love, we can help you.

At TheGivingMachine, we want to help you do just that by allowing you to raise money entirely FREE as you and your colleagues' shop. Make TheGivingMachine part of your CSR strategy! Sign up today to generate cash donations for a range of charities. You can find out more about TheGivingMachine here.

TheGivingMachine has a range of options to help your company generate cash donations for charities. Find out how TheGivingMachine can help with your company's CSR.

CSR Solutions for Businesses

What is Corporate Social responsibility?

Corporate social responsibility (CSR) refers to the efforts made by a company to improve society and contribute towards sustainable development. Also known as corporate conscience or corporate citizenship, CSR describes initiatives run by a business to evaluate and take responsibility for their impact on a number of issues ranging from human rights to the environment.

Corporate social responsibility is a type of self-regulatory business plan, with initiatives focusing on achieving economic, social and environmental benefits for all stakeholders involved (employees, consumers, investors and other groups).

The purpose of CSR is to encourage businesses to conduct their companies in an ethical manner and work towards having a more positive impact on society through ensuring sustainable growth.

The focus of corporate social responsibility is to boost shareholder trust and increase long-term profits in a sustainable and ethical way by taking ownership of corporate decisions and improving them.
Because of this, CSR initiatives are often defined as initiatives that place social improvement before the often short term interests of business financial performance. Corporate social responsibility can take shape in many ways, with common examples including donating money to charities and implementing environmental schemes in the workplace.

Types of Corporate Social Responsibility

There are several different forms of corporate social responsibility, all of which address individual issues.

However, the three main types of CSR are environmental, ethical, philanthropic. Here, we'll go through each in turn.

The Importance of Corporate Social Responsibility

Corporate social responsibility is a valuable way for companies to demonstrate their humanity whilst doing their part for society, the environment and their stakeholders.

Our world, the people and organisations in it are becoming ever more interconnected and CSR is a way to actively manage those connections to benefit a company as well as those people, organisations and communities your are connected to via what you sell, who you hire, who you buy from and so on.

With sustainable development being at the core of CSR, it makes sense for businesses to implement CSR strategies in their business plan not only for the planet, but moreover for the success of the business.
Corporate social responsibility creates a competitive advantage, raises brand awareness and helps businesses develop trust with shareholders, customers and employees. Demonstrating that companies, customers and communities can thrive together is a powerful advantage.

Corporate Social Responsibility Benefits

Besides encouraging companies to re-evaluate their business plans to become more ethical and conscious of their impact on society, corporate social responsibility has a number of other benefits. Whilst costs associated with CSR might seem inhibiting initially, many of them reap valuable long-term benefits.

Benefits of CSR for companies:

Better company image and customer loyalty - Corporate social responsibility schemes not only increase a brand's recognition, they moreover contribute to a better public image. It makes sense that consumers want to shop with companies that care about causes and have a sense of social responsibility. Companies that appreciate and respect consumers are favoured, encouraging customer loyalty. Consumers want to be appreciated and support businesses that are ethical.

Identifying areas for improvement - CSR efforts often lead to businesses reviewing and evaluating their current processes, with many leading to the discovery of ways that the business could be improved. For example, in 2010 PepsiCo found energy saving opportunities worth $60m as part of an energy assessment programme it carried out.

Increased employee engagement and satisfaction - Naturally, employees want to work for a company involved in positive initiatives and with a strong public image. CSR schemes create a sense of community and bonding amongst employees, engaging them and encouraging positive relations. When stakeholders like employees, customers and even suppliers can have a strong input to areas of impact, CSR becomes a truly powerful influence.

Attracts talent and investors - Companies that demonstrate a dedication to improving communities through CSR programmes are much more likely to attract valuable and engaged employees.

Likewise, investors want to work with companies who are reputable and have a sense of corporate social responsibility. Businesses with CSR initiatives demonstrate to investors that profit isn't their only priority, additionally having a concern for worthy causes and the bettering of society.

Benefits of CSR for charities:

More volunteers - Companies that operate CSR volunteering schemes provide a steady flow of volunteers for charities, helping to ensure that a certain number of volunteer hours can be met each year.

More funding and exposure - It might sound obvious, but by companies publicising their support for a charity, awareness of the cause spreads, acting as free marketing and in turn encouraging more funding. CSR initiatives like matching gift programmes also mean that charities can receive up to double the amount that they would otherwise, hugely increasing their funding.

Stable partnerships - Partnerships formed through CSR between companies and charities can often lead to long-term collaborations. Whether through ongoing community projects or programmes created from the ground up, businesses can provide the means and resources for charities that would otherwise not have the financial mobility for such campaigns. This work creates stability for charities, whilst also bringing more attention to the cause.

Corporate Social Responsibility Jobs

With social awareness only growing, many companies are beginning to introduce roles dedicated entirely to enforcing corporate social responsibility. Positions are available at both junior and senior levels, with duties varying from working with stakeholders to reviewing the supply chain to find the most sustainable and responsible way to source materials.

Broader functions include reporting on CSR initiatives, addressing a business' carbon emissions, waste and environmental policies, finding ways to implement CSR schemes in the workplace and developing partnerships with charities.

So, where do you start when looking for corporate social responsibility jobs?

First, the best thing you can do is gain as much experience as possible in roles with charities, corporate organisations and NGOs.Consider the highly specialised skill set that you'll need for a CSR role and find relevant experience to develop your knowledge in these areas.

As CSR teams tend to be smaller, it's important that you're active in your job search instead of waiting for an internal opportunity to come up.Here are some useful sites to get started with when looking for corporate social responsibility jobs:

Corporate Citizenship have a number of positions in sustainability and corporate social responsibility, including internships

Green Jobs host numerous green, ethical and corporate social responsibility jobs all year round

Acre list jobs in several areas of corporate social responsibility, including supply chain, CSR reporting and sustainability strategy

Environmentjob is a job site dedicated entirely to environmental focused CSR roles in the UK

Larger businesses like PwC, Google and Cisco often advertise permanent positions and sometimes internships in CSR

Edie offers sustainability news and environmental training courses

CSRwire presents the latest global news in corporate social responsibility

Naturally, even more general job sites will have a selection of opportunities in corporate social responsibility available. Simply use the keywords 'CSR' or 'corporate social responsibility' to find relevant opportunities.

Corporate Social Responsibility Companies

Many well known corporate social responsibility companies are larger, more established businesses with the comfortable means to give back to society. Having a solid business plan that has proven results and is profitable, the companies are much better placed to participate in large-scale CSR initiatives.

For these companies, business isn't just about profit. They also take active steps to contribute to the community through sustainable projects and partnerships.

For examples specific to the three types of corporate social responsibility, please refer to our corresponding sections above. However, here are a couple more examples of businesses with a number of different types of corporate social responsibility programmes in place.

We've covered a lot, but hopefully we've helped you learn something new about what corporate social responsibility is, why it matters and its benefits for a company's stakeholders.
Whilst establishing successful corporate social responsibility programmes takes a lot of planning and funding, the benefits for all parties undoubtedly make it worth it!

CSR is about contributing value to society, and a huge aspect of that is fundraising for charities. TheGivingMachine helps you do just that by enabling you to raise money entirely FREE as you shop. Sign up today to generate cash donations for a range of charities. You can find out more about TheGivingMachine here.

For Businesses

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Corporate Social Responsibility - A Simple Guide | TheGivingMachine

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Read our simple guide on CSR: corporate social responsibility. Find out what it is, different types, its importance and benefits, read examples, find jobs.

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This article dives a little deeper into 8 of the many skills management should strive to continuously improve in. I find multiple perspectives of what these skills are is very interesting.

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Management skills can be defined as the attributes or abilities that an executive should possess in order to fulfill different tasks in an organization. They involve capacities to perform administrative duties in the organization, avoiding risky situations and solving all the problems when they arise.

These skills are developed through learning and practical experience as a manager; they help to relate with co-workers and assist in how to deal with the subordinates and allow a healthy flow of activities in an organization.

Why are management skills required?

Management skills are very essential for any organization for successfully achieving its goals and objectives. Good management skills are an aid to the company's vision and help to take the business goals forward with fewer hindrances and crisis situations arising from internal and external sources.

These skills help in the cohesive functioning of the organization.

Importance of Management Skills

Understanding good management skills is very essential for achieving a successful career graph at any place. There is not always time for covering up for mistakes and it can lead to huge losses for an organization, management skills help to avoid the mistakes.

Having good management skills prevents an organization from losing clients and hampering their revenues which can lead to failure of the business. Careful planning and organizing of things give an overview of products and service that helps the business to target the right clients and audiences for their services.

The human skills of management help create an environment of togetherness and ensure that the team members bond over work issues as well as social issues. These skills play an important part to aid the manager to help the employees during unfavorable situations.

While on the other hand technical skills are very necessary in today's technological world as technology is backbone all business today. If there is no technology then there can't be new stock, the exchange between clients or even communication with employees and clients.

Technology has become a crucial part of today's business world and it can't be neglected or kept away, not having technical skills can lead to missing out on cash flow, potential clients and thus affect the overall growth of a business.

Conceptual skills help sustain the growth of the business. Lack of these skills can lead to a lot of struggle and the business may face downfalls. It helps in looking at the wider picture of the business and not only just one section. In the short run, it can be easy to function by putting your focus on one section of the business but in the long run, it takes a toll on the future of the organization.

Types of Management skills

i) Technical skills

These are the type of skills that gives the managers the capability to use different techniques to achieve the objectives. They involve operating machines and software, production tools along with skills needed to uplift sales, design new products and services, and market services.

ii) Conceptual skills

These are the capabilities of abstract thinking and framing ideas. To foresee an entire concept, analyze problems and finding creative solutions.

iii) Human or Interpersonal skills

These skills help in interacting, relating and working effectively with the people. They are basically required for using human potential in the organization to the fullest and yield better results.

There are is a wide range of other skills, which is being required to run an organization.

8 essential Management skills

1) Planning Skills

The most essential aspect of any organization is planning. It's the potential to organize activities and set boundaries and use the resources effectively. It requires carefully dividing time, money and labor and how to achieve the set goals and objectives with the limited availability of resources.

This process includes identifying and setting realistic goals for the organization and pointing out the tasks required to achieve these goals. Nothing can be achieved without effective planning.

2) Communication Skills

Communication skills are really important for a manager it determines the entire rapport with the team, how details are discussed and how to keep the team united as a workforce. The communication ability of the manager determines how can set goals to be followed and how can they be achieved successfully which in turn determines the excellence of an organization.

Communication involves all forms of the flow of information in an organization, it can be formal, informal, written or verbal and it ensures healthy functioning of the organization. Communication skills help the manager to keep the team together, prevent intergroup conflicts and solve the issues easily.

A manager with good communication skills can relate well with the employees and thus able to achieve the company's goals and objectives easily.

3) Decision-making Skills

Another important management skill is Decision making. Managers make a number of decisions and making the right decisions is a very essential part of an organization's success. One bad decision can lead to the failure of an organization or very poor performance.

Organizations can run smoothly only with clear and right decisions. Taking decisions is not the only job for a manager has he must be able to take responsibility for them and possess great skills to take the organization to a successful path.

4) Delegation Skills

Another key management skill is Delegation. It is the act of passing on work-related tasks to other employees and subordinates. It means disturbing the workload, reassign or reallocate the work to other employees. One who possesses good delegation skills can efficiently reassign and assign authority to the correct employees for the required frame of work.

Delegations play a role in gaining quick and easy results. It helps save time and increases productivity and helps the employees to gain experience and understand responsibility in a better sense.

5) Problem-solving Skills

This is another skill which is required to tackle and solve the problems that arise on an everyday basis at any organization or workplace. The eye to identify problems and troublesome situations and then discovering the best solution to get rid of the problem is an essential management skill.

The capability to figure things out in critical conditions is what makes a good manager and builds the confidence of the team members during crisis situations.

6) Motivating Skills

For any organization to run smoothly the people working there need to motivate to achieve success and this constant motivation is provided by the managers of the team. It helps to push people to achieve the desired results and meet up the expectations of stakeholders to the maximum extent.

Numerous tactics are to be used to keep the motivation flowing among the members and a manager has to choose what works best for the team depending on the type of work, team culture and team personalities it can be either intrinsic or extrinsic motivation.

7) Professionalism

It's very important to maintain standards of work in front of the team so that the members strive for the right things. Integrity, honesty, and professionalism are very essential skills.

A manager has to always show how to work rather than just telling, it has to reflect in his/her personal demeanor of work by exhibiting strong morals and values and taking initiatives always.

8) Innovation

For any company, it is very important to be creative and innovative. There is a tough market where everyone has ideas for similar products it is very important to stand out with new products and services.

Innovations help the business to lead the market and attract customers and keep the clients satisfied. It is important to have fresh perspectives and new ideas on things.

Why you Need Management skills?

Management skills are fundamental to achieve long term success within a corporate society.

Without the use of these skills a business can suffer really badly through the loss if income and consequently it leads to failure of businesses. These skills really increase the life and positive outcome of a business.

Each skill enables a person to effectively manage resources to his/her disposal. In today's turbulent times each of these skills is very important. These qualities are not only important on a professional level but they help people on a personal level too. We spend a great part of our day working, so these skills somehow do align with our personal life.

Basically, Management skills include a collection of capabilities that help you evolve in a business field. Different roles and organizations require the use of different skill sets. Management skills help a person to stand out and excel no matter what their level.

Business management is not just simply telling employees what to do. It requires understanding business organization, finance, communication as well as a thorough understanding of their particular market and relevant technologies and policies.

In conclusion, management is about the organization and focus on the technical question of 'how to accomplish tasks'. To ensure that all the parts of the company are working together in harmony and there is required integration amongst all levels of work. Avoiding problems and issues that can arise and make things go south.

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8 Management Skills You Should Have as a Manager

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Management skills can be defined as the attributes or abilities that an executive should possess in order to fulfill different tasks in an organization. They involve capacities to perform administrative duties in the organization, avoiding risky situations and solving all the problems when they arise.

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This video is a great summarization of the basics of management. I added this to further reinforce the learnings in module 1. I believe the graphic they draw is a very powerful learning aid.

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I'm including this Leadership style quiz in this section because I think it's very helpful to retrospect and determine what kind of leader you are and if that is the type of leader you want to be. This article provides details on how to use your skills as strengths and points out areas you might consider growing.

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5-second summary

There are seven classic leadership styles that most people fall into.

People-oriented leadership styles, as opposed to task-oriented styles, tend to foster healthier work cultures.

New, evolving leadership strategies tend to take a human-centered approach.

Leadership styles, just like everything else, evolve over time.

So what's your personal style? Do one of the "classic" leadership approaches resonate with you? Or do you find that a more modern leadership theory is a better fit?

Take our quiz to find out which of the traditional leadership styles you naturally gravitate toward. Then, refine your approach to leadership by stealing a few techniques from both the old-school and new-school leadership theories.

7 classic leadership styles: time-tested with clear pros and cons
Who has an autocratic leadership style?
1. Authoritarian/autocratic leadership style

This top-down style of leadership is based on the idea that the boss is the boss, and that's that. If you're a leader, you make all the decisions, hold all the power, and have little desire or need to gather team input on a day-to-day basis. Employees and teammates are just people who follow orders. It's a dated approach to management that belongs more in a mobster movie than in the modern workplace.

Darth Vader rules with such an iron fist, he can choke you without even touching you. (Image courtesy of Lucasfilm.)

Where it falls short: In just about every respect. Authoritarian structures foster stressful work environments because of their rigidity. People who work under autocratic leaders generally find themselves looking for new jobs before long. (Unless they're a natural-born toady and/or complete and utter tool.)

What to do now: The best thing you can do for your team and your career is to ease the heck up. Yes, there's a time and place for command-and-control leadership, but the modern workplace isn't it. If you've adopted an authoritarian style because you figured it's the only way to lead effectively, good news: it's not! Today's most effective leaders listen with open ears, give their team members as much autonomy as they can, and connect with their people as people (not just as direct reports). Sounds like a bunch of hand-wavy B.S.? It's not. To start your leadership transformation journey, check out this article with five research-backed ways to become a more empathetic manager. You can also benefit from learning how legendary leaders embody seven proven leadership principles backed by science.
Who has a bureaucratic leadership style?
2. Bureaucratic leadership

As the cousin of the autocratic style, bureaucratic leadership runs on rules, policy, and maintaining the status quo. The standard procedure always wins out. Proponents of this style will listen to employees and may even acknowledge their good ideas, but if those ideas don't fit within the established system, they'll never get the green light.

Though genuinely concerned about his students, Principal Skinner is seriously uptight and rarely does anything without the approval of his superiors. (Image courtesy of 20th Century Fox TV.)

Where it falls short: Because bureaucratic leadership is always beholden to business as usual, innovation is often stifled. This style of leadership is rarely effective in today's workplace, especially if you want to actually, y'know, stand out in a competitive marketplace.
Who has a democratic leadership style?
What to do now: The controlled environment you work in feels warm and cozy, but you can do your team (and yourself) a favor by venturing outside your comfort zone juuuuuuuuuust a bit. And that means * eep!* relinquishing some of that control, while still providing guardrails for your team. You may not be ready to let them go wild on a skunk-works project, but can you delegate more of the everyday decisions? Lend your support to a killer idea that happens to challenge the status quo? Check out these seven leadership secrets that can help you take your game from "ok" to "oh, wow!"

The democratic approach to leadership relies on every team member providing input to help the team move towards the best decisions. The leader may still ultimately make the call, but it will likely be in sync with the conversations that have been happening across the team.

OK, so she unilaterally torched an entire city that one time. But! Before that, Daenerys Targaryen was the queen of surrounding herself with trusted advisors and listening to their counsel. (Image courtesy of HBO.)

Where it falls short: This approach is highly valued but requires members to be capable of participation. If leaders or employees aren't active and engaged, it falls apart. Apathy is the enemy of democratic leadership. Another danger is that decisions can drag out for weeks (or months!) while you're gathering input and building consensus.

What to do now: If your team is made of like-minded, self-motivated go-getters, then your leadership style is probably creating an environment where your people can thrive and just crush it every single day. Still, be mindful of decision-fatigue and consensus-fatigue. Check out one Atlassian team's hack for making decisions as a group without getting bogged down.
Who has a coaching leadership style?
If your team isn't packed with self-starters, you may need to adjust your style to be a bit more directive. Or, better yet, try these five ways to nurture team morale and see if that results in higher engagement.

Coach-style leaders look at their team members and see oodles of potential that can be unleashed and tapped into to help the company grow. As such, coaching leadership relies on your ability to connect your team's capabilities to the right strategic opportunities. Chances are, you enjoy working with a wide variety of people and often make a massive positive impact.

There's always a method to Mr. Miyagi's madness, even if it's not obvious at first. This gentle genius isn't afraid to let his pupil stumble and fall, but he's quick to help pull Daniel back up, too. (Image courtesy of Columbia Pictures.)

Where it falls short: While typically effective, the Achilles' heel of coaching leadership is that it's really tough to scale. Leaders simply don't have unlimited bandwidth when it comes to developing their people and, at some point, the quality of your mentorship starts to go downhill. Additionally, the best decisions for your organization won't always be the best decisions for individual people's development, which adds some tension to the equation.
Who has a transformational leadership style?
What to do now: Figure out how to coach your team members into taking a more proactive role in their own career development so that you don't have to hold their hands so tightly. As a natural mentor, you already know what each person's strengths and goals are. What initiatives are happening in adjacent departments or teams that they should stay on the pulse of? Who else around the company should they be talking to? You may also want to pass along this article that breaks down three essential skills for managing your own career development. Keep up the good work, coach!

This is the style most-often revered in organizations that prioritize growth. Because you're constantly challenging employees to not just meet, but exceed their goals, this leadership style requires dynamic communication skills to win people over to your vision of what's possible - both for themselves and for the company.

Morpheus lived inside the Matrix until he was freed. His mission is to help others see the same truths that were revealed to him. (Image courtesy of Warner Bros.)

Where it falls short: Because visionary leaders are always tinkering and reworking the structures of the company, employees can suffer innovation fatigue. Also, employee development can fall by the wayside because the leader is always thinking about the Next Big Thing™. Not to mention that even the grandest ideas are meaningless if they're not paired with action.

What to do now: While there's nothing inherently wrong with a visionary leadership style (and a lot right with it), it's not a perfect fit for every team or company. Sit back and have a good, hard, brutally honest think about whether it's right for your environment. If you feel you're on the right track, make sure you're taking the concrete steps necessary to bring your vision to life and that you're empowering your team members to do the same. (May we suggest the OKRs framework for working toward long-term goals?)

Otherwise, slow down for a bit and take stock. Are there foundational issues like technical debt, a backlog-gone-feral, or sagging morale that could use some attention? Taking some time to get back to basics gives everyone a chance to catch their breath and sets you up to put the pedal to the metal when the next irresistible idea comes along. Try the Team Health Monitor technique, developed right here at Atlassian through years of research and iteration. It's a chance for your team to reflect on and discuss how you're working together and identify weak areas before they become full-on liabilities.

The founding principles of servant leadership include nine behaviors:
Who has a servant leadership style?

1. Serve first

2. Add value to others

3. Build trust

4. Listen to understand

5. Think about your thinking

6. Increase your influence

7. Demonstrate courage

8. Live your values

9. Live your transformation

In other words, you're the type of leader who is focused on elevating their team members first, knowing that their success reflects well on you and that your own reward will follow. And, chances are, morale on your team is consistently high.

As the revered headmistress of Hogwart's, Professor McGonagall went the extra kilometer to make sure muggle-born students could thrive amidst their peers who come from magical families. (Image courtesy of Warner Bros.)

Where it falls short: Servant leadership can become a logistical drag. When quick, decisive action is called for, there probably won't be time to listen deeply and build consensus across your team. It can also be difficult to find the right balance of developing your people and staying focused on your organization's primary goals.

What to do now: Caring for your team members the way you do (namely, putting your own needs second) can be downright exhausting. Make sure you're taking care of you, too. Check out this article to learn about the warning signs of burnout and get tips for preventing it.
Who has a laissez-faire leadership style?
7. Laissez-faire leadership style

This ultra-hands-off style of leadership is purely delegative, as it essentially transfers all authority to employees. You're always there to hook them up with whatever resources they need, but then you let them run with it while you attend to other matters. This means your team members can take more ownership of their roles in creative ways, which can be sooooooo empowering.

Preoccupied with his escapade du jour, Captain Jack Sparrow doesn't do much captaining, per se. But we (and his crew) adore him nonetheless. (Image courtesy of Disney Studios.)

Where it falls short: Lacking clear direction, group members are left wondering what their collective goals are and what's expected of them as individuals. This will leave some people feeling like they've been cast adrift and disillusioned because they don't have what they need to succeed.

What to do now: We need leaders to help us grow, answer questions, and provide at least a little bit of oversight. That doesn't mean you have to go full-on control freak, though! (Seriously: don't do that. Not that you would, but just sayin'.) The happy medium is to agree on guardrails with your team so that they can keep making decisions autonomously yet still be confident that they won't go down the wrong path. With a specific project in mind, try this trade-offs exercise. It'll get everyone on the same page regarding what to optimize for, how rigid to be about it, and what concessions might be involved.

Modern leadership styles: 2 evolving approaches to consider

This style of leadership is guided by a flexible-but-defined approach that relies on context. The leader adjusts their level of support and/or direction based on which of four developmental levels a team member falls into. Levels are determined based on the individual's personality traits and levels of competence.

See " Is situational leadership the best leadership style? " to learn how to use this approach.

Mindful leadership is an approach that requires a leader to consciously cultivate their ability to be present, open-minded, and compassionate when interacting with their team members. Using meditation, breath work, and the powers of observation, the leader seeks to silence the mind's "busy mode" during team interactions in order to build strong interpersonal connections.

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Leadership style quiz and examples - Work Life by Atlassian

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5-second summary There are seven classic leadership styles that most people fall into. People-oriented leadership styles, as opposed to task-oriented styles, tend to foster healthier work cultures. New, evolving leadership strategies tend to take a human-centered approach. Leadership styles, just like everything else, evolve over time. So what's your personal style?

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When I look at this graphic, I like to ask myself which type of management style I would like my leader to have. In module 1, we learned about management in several ways and I believe these are two types of management styles.