Four Types of Managers and How to Work with Them

Understanding different management styles can help you navigate workplace dynamics, improve communication and build stronger professional relationships

CREDIT: This is an edited version of an article that originally appeared in Fast Company

Have you ever carefully laid out your project plan for your manager, only to be interrupted? Or perhaps you’re eager to dive into the details, but they keep pulling the conversation back to other topics? These moments can be frustrating, but they’re rarely about the quality of your ideas. Often, they stem from differences in management styles.

Recognising your boss’s leadership style can help you communicate more effectively, align expectations and ultimately improve your working relationship. Here’s a breakdown of four common management styles and how to navigate them.

The Cheerleader

Cheerleaders are expressive, energetic and thrive on enthusiasm. They’re quick to embrace new ideas, focus on team spirit and love connecting people. Their optimism creates a positive work environment, but their tendency to change priorities and provide vague direction can sometimes leave you feeling unmoored.

If your Cheerleader boss frequently shifts focus, gently steer them back to what matters: “That’s a great idea! Let’s note it down so we can revisit it when we have the bandwidth.” When you need clarity, prompt them to define success: “I’d love to understand what a great outcome looks like for you – could you share some specifics?” Providing structured choices can also help: “Here are three options. Which one aligns best with your vision?”

The Caretaker

Caretakers prioritise harmony and emotional well-being. They listen attentively, foster inclusion and ensure everyone feels heard. While this makes them approachable, their tendency to hover or delay tough conversations can be frustrating in fast-paced environments.

If your Caretaker manager checks in constantly, reassure them without inviting more oversight: “I appreciate your support! I’ve got this under control, but I’ll reach out if I need anything.” When they withhold important updates to maintain stability, be proactive in seeking information: “Are there any upcoming changes we should be aware of? It would help us plan ahead.” By gently encouraging transparency, you’ll create a more efficient workflow.

The Commander

Commanders are decisive, results-driven and laser-focused on execution. They value efficiency over small talk and prioritise getting things done over making people feel comfortable. While their directness can be intimidating, it’s not personal – it’s about ensuring the best possible outcome.

If your Commander boss nitpicks your work, understand that they’re stress-testing ideas, not doubting your abilities. Respond with data and logic: “I see your point. We approached it this way based on customer feedback, which indicated…” When they bypass pleasantries, respect their time with direct communication: “I’ll get straight to the key points.” Keeping discussions concise and fact-driven will help you gain their trust.

The Controller

Controllers are methodical, detail-oriented and structured. They thrive on processes, consistency and precision. While their thoroughness ensures high-quality work, they can be rigid and resistant to change.

If your Controller manager dismisses new ideas outright, frame them as optimisations rather than disruptions: “This builds on our existing process and makes it even more efficient.”

If they overwhelm you with excessive detail, ask for guidance on priorities: “I appreciate the thorough information. Which key aspects should I focus on first?” By aligning with their need for order and clarity, you’ll make collaboration smoother.

Every manager has a unique leadership style, and adapting to their approach can make your work experience more productive and less stressful. By understanding what drives their decision-making, communicating in a way that resonates with them, and finding common ground, you’ll not only strengthen your professional relationship but also enhance your own adaptability and leadership skills.