More collaborative, engaging, and meaningful, horizontal management has expanded widely in companies in recent years. Does that mean vertical management should be abandoned, even though it has the advantage of providing a clear framework and structure? Not so certain! To discuss this topic and the effectiveness of different management approaches, we spoke with one of our most loyal participants: Claire Degueil. Now Chief People Officer at Evaneos, the leader in tailor-made online travel in France and Europe, Claire shared her feedback with us on a Seven training course on situational management.

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Several management styles at Evaneos

In June 2020, our SEVEN teams introduced the Hersey and Blanchard model to around ten Evaneos Team Leaders. This management tool indicates that we manage differently depending on the context, the employee profile, and the assigned tasks; but also that our management style is evolving. It highlights four styles: directive, persuasive, participative, and delegative.

The participative style

By studying the Hersey & Blanchard model and through practical exercises, Claire Degueil told us that she and her colleagues were able to put words to their management styles: “Without any doubt, the participative style is the one we use most. Indeed, all our employees have the opportunity to work on several topics. Everyone can therefore share their feedback and challenge themselves ” she says. Subsequently, Claire emphasized the risk of this type of management: “however, at times it can slow us down in our decision-making.” Thus, choosing only one style is not the most appropriate solution, and combining it with other styles can also have beneficial effects for employees.

The directive style

The participative style is not, however, the only type of management used by Evaneos teams. Claire told us that “the directive style is also used. For example, we frequently use it with our interns.” Likewise, at the beginning of the covid outbreak, a much more directive style was put in place to guide employees during this uncertain period.

Varied styles depending on professional expertise

Claire added that “depending on the jobs performed, the management style varies”. She cited tech and product teams, which are more likely to opt for a participative or delegative style; unlike sales teams, which tend to rely more on a persuasive or directive approach.

At Seven, when we teach the Hersey & Blanchard method, we specify that the 4 modes are cyclical. Suddenly moving from directive management to delegative management would potentially be too big a step, leading to mistakes. Explaining once how to carry out an action and delegating as early as the second time does not guarantee perfect completion of the task. The persuasive and participative modes situated between these two modes actually offer employees the possibility to understand the reasoning behind the action, think for themselves, give their opinions, test, and therefore progress.

A better understanding of employees’ management style

Our priority and greatest satisfaction is that our participants leave the training with a fresh perspective! We were therefore delighted to learn that the Seven workshops enabled Claire and Evaneos team leaders to better understand each other’s behavior. “From now on, I can better support leaders and sometimes take the time to reflect on their management style” Claire insisted.

Horizontality and Verticality: the right management mix

This issue of which management style to use is recurring in the HR sector. Should a vertical organization and therefore a very directive style be maintained? Or, conversely, should we move toward a horizontal organization and thus a participative style? According to Claire, “there can be no horizontal management without verticality. A 100% flat organization will not be effective if no guarantor of decision-making has been defined. In fact, each company must find its own path to achieve engaging decision-making.”

Bono’s hats: an easy tool to use daily

This was not Claire’s first training course. Also present at the workshop on Bono’s hats, Claire uses this tool daily at Evaneos. “Blue, red, white, green, black, or yellow hats are now part of our everyday vocabulary! We are convinced of its effectiveness and even train newcomers internally on applying Bono’s 6 ways of seeing. Just this morning, while I was leading an executive committee meeting, I used the 6 hats to build my presentation and not overlook any aspect.”