Five ways of managing.
A real manager combines these five reference points. The detailed pages show the behaviours behind them, when they can feel readable and where divergence can appear.
Transformational
Mobilises through purpose, recognition, development and stimulation, without prescribing a single level of structure or delegation.
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Directive
Provides strong structure, close follow-up and demanding goals, with more limited consultation and delegation.
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Persuasive
Combines strong structure with relational support: explains, follows up, recognises and pushes development.
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Participative
Builds with employees, recognises contributions and leaves autonomy, with less prescriptive structure.
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Delegative
Leaves broad autonomy, intervenes little in structure and follow-up, and favours independence on mastered topics.
Explore this referenceHow to use these five reference points
Start with the behaviour you want to understand: framing an assignment, allowing autonomy, involving people in a decision or supporting their development. Then open the guides to compare potential strengths and difficulties in concrete situations.
A real manager combines several components. These reference points are neither recruitment categories nor a ranking of better and worse managers. Understanding a relationship also requires the evaluator’s preferences and the relationship-quality signals.