When I set out to be an office manager many years ago, I didn’t think about what style of leader I wanted to be. I focused on systems and integration more than anything else, and I knew for sure that I wanted to have an open door and open mind policy. This style came naturally to me.
As managers, new ideas are constantly floating in the periphery of our reality, and if one is resistant to change, this can be a challenge. A great mentor once said these wise words to me: “Try to love every idea for 15 minutes.” He reasoned that one should open their mind and spirit to new ideas, because as we know, new ideas often bring innovation. This idea made lots of sense to me because it kept me flexible in my thinking, and management often involves change. In time and through experience, I realized that I had set my style and that although I will be discussing three distinctive types, I am happy to report that I have been able to remain open to all three, as you will see in the examples presented. Successful leaders work with solid core beliefs and virtues that are stable and unwavering in their modalities.
The following are leadership styles I’ve explored:
Authoritative
- Uses long-term direction
- Focuses on end goals
- Has more experience than those being lead
- Gives clear direction and sets standards
Democratic
- Asks for consensus when making decisions
- Allows others to take the lead
- Uses collaboration and communication
Affiliative
- Creates a cohesive unit by emphasizing teamwork
- Focuses on the team’s emotional needs
- Often successful alongside a visionary leader who carries out these ideas with precision
The following examples are real situations that transpired in my office.
Example A
The dentist/owner expressed interest in exploring a system with the capability to text clients, hoping to reduce the need for phone calls. I came across a great system called Weave that allowed us to communicate by two-way text with clients. I researched all the information regarding this product, and once we had done our due diligence, we implemented the new software. I informed our administrative team that we were now integrating texting. We began training soon after installation. The administrative team informed me that they didn’t have enough room on their desktops. They found it challenging to integrate the system, but it became easier to work with the software after they received new desktop screens. When I saw that they were more comfortable with the software, I approached them again with “Do you need any further help?” They mentioned that they needed more training. I obliged and organized more training. After all, onboarding the new software and their comfort level was the main objective. This is a great example of the authoritative leadership style with integration. Mission accomplished!
Example B
Until a little while ago, I was still participating in our new patient consultation process. With the addition of a new associate, we became busier. Although I enjoyed the contact with the public, I realized I could no longer function as treatment coordinator and office manager simultaneously.
I presented the idea of hiring a new administrative team member to the dentist/owner. After weighing the pro and cons, my recommendation was accepted, and I went on to hire a new team member. I engaged the administrative team in the onboarding process, and they collaborated in our new colleague's training; I must say that their enthusiasm was delightful. Once training was complete, and they distributed the tasks amongst themselves. It was obvious that this arrangement was a win-win by their empowered demeanor. This example shows how the democratic style can benefit everyone.
Example C
I know talent when I see it. I’m now in a place in my career where mentoring the next generation brings out the teacher in me. My plan is to mentor and cross-train mentees (from within the team) for the future. In so doing, I’m not only setting a tone of learning, but I’m also providing the opportunity of advancement to a person who is willing to take their career to the next level. In and of itself, this system lends excellent value and trust to the entire team and the dentist/owner, as it demonstrates that passing the torch to the next generation can be both gratifying and successful. In being affiliative, I am emphasizing teamwork through cross-training. Our visionary dentist/owner knows that this style has the potential to be very successful, because passing the torch to a colleague who’s been present for the development of office systems makes a lot of sense.
I’d like to conclude by saying that every leader can and should take the opportunity to become a better version of themself in every situation, no matter what style they gravitate toward. I stand by the fact that humility is the key to successful management, because every day, we may come across difficult situations and complex individuals, and if handled well, we will have the chance to achieve greatness.
