How to Manage and Lead Different Types of People Effectively

The Complex Relation Between Management and Leadership: Discover How to Manage and Lead Different Types of People Effectively

Have you ever had an employee that you just couldn’t seem to get along with? In this post we will cover the basics of how to manage and lead different types of people, as well as some tips into the set of leadership and management skills, and the best  tools for training.


What is Management? And What is Leadership?

Management is the act of getting people to do what you want them to do. Leadership is the act of getting other people to want to do things for you.

Management deals with the tasks, while leadership deals with the people. Management deals with other peoples time, while leadership deals with other peoples actions.

The skills of a manager and a leader are not the same. The main difference is that a leader is someone who has the ability to inspire, motivate and influence people to do what is needed in order to achieve organisational goals. In contrast, a manager’s primary responsibility is to oversee the work of subordinates in order for them to complete tasks according to schedule and with minimal supervision.


Leadership skills are harder to master than management skills because it requires more emotional intelligence, self-knowledge and self-awareness. Leadership can be learned through reading books, attending workshops or taking formal training courses.

The Importance of Both Management Skills and Leadership Skills

The importance of leadership skills and management skills cannot be overstated.

A manager can be a leader or not, according to their own beliefs and behaviours. But a manager who possesses leadership skills can be assured of a successful career and a happy workplace.

Leadership skills:
The most important skill for a good manager is the ability to lead and inspire their team. A good leader will set goals and objectives for their team members so they know what is expected of them, but will also provide guidance and support as they work towards those goals. They will also know when to step in if their employees need help or advice, as well as when to step back and let them work it out on their own.

Management skills:
The second most important skill is the ability to manage time wisely. Managers need to be able to balance all of the responsibilities on their plate at any given time. It’s important that they prioritize their tasks by identifying what needs to get done first, second, third and so on. This will help ensure that all of the deadlines are met while still giving them time for other things in life.

Without these two types of skills, companies cannot succeed. They need managers who can take care of their employees and understand what is important to them in order to maintain the company’s productivity levels.

Who Should You Lead? What Skills a Manager Needs to Effectively Lead a Team?

In a modern workplace, a manager is often tasked with leading a team of various people who all have their own personality. Some people are introverts and some are extroverts. So what kind of leadership skills does a manager need to lead his team?

One key skill is the ability to understand how different personality types work. For example, an introvert may respond better to more one-on-one communication rather than group meetings. A manager should also be able to manage both extroverts and introverts on their team by making sure that they’re happy and satisfied with the work environment. In addition, a good leader should be able to communicate clearly and effectively so that they can provide direction for their team members and move them towards achieving goals as efficiently as possible.

It is easy to assume that introverts are more of a challenge to manage, but extroverts are said to be more difficult. Extroverts are more likely to expect feedback and will also think they deserve it. Introverts, on the other hand, won’t ask for feedback and may internalise negative feedback.

Managing your employees is about understanding their strengths and weaknesses. There is no one-size-fits-all approach. Some people work better in close quarters with their co-workers while others need space and privacy. It’s important to not only take into account what you want from your employees but also have them have an idea of what you are looking for in return.

What are the Best Tools for Training?

Training is one of the most challenging aspects of management. It’s expensive, time-consuming, and often difficult to measure the impact on performance.

This section covers the best tools that are available for training managers. These tools are not just helpful in training them, but they also help in improving their skills and knowledge. The practicality of these programs justifies the investment in management development programs.

Thus training is an excellent way to enable managers to do their job more effectively.

Management training is a great way to develop your knowledge and skills so you can lead a team to success. It’s available for new managers or experienced ones if you feel like you need a refresher. Some companies even use them as part of their onboarding process.

The common types of management training are:   leadership training, project management, change management, internal training, communication training, creativity, negotiation, time management, compliance, quality training, risk management, managing talent, strategic planning, decision making, measurement & metrics, performance management, coaching and mentoring, managing up, conflict management, financial management.

The training methods are techniques employed for developing the knowledge and abilities of individuals. This includes methods for instructor-led training, self learning, group learning, and other training models such as coaching. The common types of training methods include lectures, demonstrations, virtual learning environments, collaboration and practice, improvisation, role playing, tests and certifications, mastery learning, simulations, on-the-job training, coaching and mentoring, and so on.


With the right approach, it is possible to motivate and manage all types of people. Create a culture of trust and respect, then establish goals and hold employees accountable for their work. From there, focus on rewarding positive behavior and use feedback to identify areas for improvement.

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