The contemporary CIO is much more than a technology-centric role. It is now necessary to be a strategic business leader, and a key part of that is an effective management style.
Good management isn't merely a question of results, as the countless disgruntled employees at financially successful organisations will tell you.
There is a wide range of established management styles whose effectiveness varies between situations and individuals. Develop your own management style by following these tips.
Read next: 4 tips for managing multiple teams
August 9, 2017
1. Understand the different approaches to management
Image: iStock/Cesar Okada
A number of academics and management experts have developed different common categories of leadership styles.
The most popular are those listed below, which
were developed by psychologist and New York Times science journalist David Goleman in his Harvard Business Review study : Leadership That Gets Results
visionary style inspires staff towards making their own decisions on the path towards a shared vision.
democratic style emphasises collaboration and the input of individuals.
coaching style concentrates on developing individual team members by connecting their personal priorities with the objective of the organisation.
pacesetting style is highly driven and ambitious and focused on results.
affiliative style focuses on team work, emotional connections and collective harmony.
commanding style is more autocratic and based and orders and discipline.
6. Accept feedback but trust yourself to decide independently
Ask people you trust about what they think are your strengths and weakness. These could be senior colleagues or even friends or family, but avoid directly asking those who you will be leading. Online assessments offer an anonymous alternative.
"We focus on the basics and doing those things well, one-to-ones, team meetings, objective setting, vision, strategy, etc," says
CIO Bob Brown. "By launching a colleague feedback survey this can help to see how the changes are being made and how they are impacting frontline staff."
Members of your team can also offer valuable comments. Ask them more generally about their thoughts on the team and its operations. If they have skills that you lack, let them lead in certain areas.
Don't be afraid to ask for support from someone outside the organisation with appropriate expertise, such as a coach, to discuss your ideas and address any doubts.