How do you adjust your team management style to changing priorities, deadlines, and stakeholder expectations?

1 Assess the situation

The first step to adjusting your team management style is to assess the situation and understand the nature and impact of the change. Is it a temporary or permanent change? Is it a minor or major change? How does it affect your team's goals, roles, and responsibilities? How does it affect your team's resources, tools, and processes? How does it affect your team's relationships, communication, and collaboration? By answering these questions, you can determine the level of urgency, complexity, and uncertainty of the change, and how much guidance, support, and flexibility your team needs from you.

2 Communicate the change

The second step to adjusting your team management style is to communicate the change to your team and other relevant stakeholders. You need to explain the reason, purpose, and benefits of the change, as well as the expected outcomes, deliverables, and timelines. You also need to address any concerns, questions, or feedback your team or stakeholders may have, and clarify any roles, responsibilities, or expectations that may have changed. You need to communicate the change clearly, consistently, and transparently, and use multiple channels and formats to ensure everyone is on the same page.

3 Adjust your leadership style

The third step to adjusting your team management style is to adjust your leadership style according to the situation and your team's needs. Depending on the change, you may need to adopt a more directive, supportive, participative, or delegative style of leadership. For example, if the change is urgent and complex, you may need to be more directive and provide clear instructions, feedback, and supervision to your team. If the change is minor and simple, you may need to be more delegative and empower your team to make decisions and work autonomously. If the change is uncertain and ambiguous, you may need to be more participative and involve your team in problem-solving and decision-making. If the change is stressful and challenging, you may need to be more supportive and provide emotional and practical support to your team.

4 Monitor and evaluate the change

The fourth step to adjusting your team management style is to monitor and evaluate the change and its effects on your team and the project. You need to track the progress, performance, and quality of your team's work, and provide regular feedback, recognition, and coaching. You also need to measure the outcomes, results, and impacts of the change, and report them to your team and stakeholders. You need to identify any issues, risks, or opportunities that may arise from the change, and take corrective or preventive actions as needed. You need to review and revise your team's goals, plans, and processes as the change unfolds, and ensure they align with the changing priorities, deadlines, and expectations.

5 Foster a positive team culture

The fifth step to adjusting your team management style is to foster a positive team culture that supports and embraces change. You need to create a culture of trust, respect, and collaboration among your team members, and encourage them to share their ideas, opinions, and feedback. You also need to create a culture of learning, innovation, and improvement, and encourage your team to seek new knowledge, skills, and opportunities. You also need to create a culture of recognition, appreciation, and celebration, and acknowledge your team's efforts, achievements, and contributions.

6 Develop your team management skills

The sixth and final step to adjusting your team management style is to develop your own team management skills and competencies. You need to be aware of your own strengths, weaknesses, and preferences as a team manager, and seek feedback, coaching, or training to improve them. You also need to be open to new ideas, perspectives, and approaches, and learn from your own and others' experiences. You also need to be flexible, adaptable, and resilient, and cope with the stress, uncertainty, and complexity of change.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?