Once upon a time, I was a candidate for a manager position. During the interview, the hiring manager asked about my management philosophy. I was unprepared for this question but answered as best as possible. Even though they did not offer me the position, I did learn a great deal during the process and decided to learn more about management philosophies.

What is a Management Philosophy

A management philosophy is the guiding framework that shapes a manager's approach to managing a team and product. It is a set of principles, beliefs, and values that guide managers in decision-making, team management, and leadership. A well-defined management philosophy is a compass that guides a manager through uncertain waters.

Benefits of a Management Philosophy

There are many concrete benefits of having a management philosophy.

• Self-awareness and confidence as a manager and leader
• Create motivated teams that produce high-quality products
• Improved hiring decisions to create excellent teams
• Team engagement, recognition, and retention
• Self-improvement in both hard and soft skills
• Commitment to growth and a well-balanced workplace
• Clear expectations for performance and delivery
• Increased innovation and creativity by the team

How to Develop a Management Philosophy

Developing a personal management philosophy is a valuable process to undertake. I created my philosophy using these steps.

Step 1. Research

First, I researched the topic to familiarize myself with various management philosophies. I used Google to search and read online articles on the subject. One can also include reading books, taking courses, and attending seminars. Understanding different approaches allowed me to create a philosophy based on current practices and guidelines.

Step 2. Reflect

Then, I began reflecting on my values, beliefs, and principles. I looked at what is important to me as a manager, what I want to achieve, and how I want to impact my team. From this reflection, I developed some key questions.

• What are my core values? How do I express those values daily?
• What is my leadership style? Is it collaborative, authoritarian, transformational, servant leadership, or something else?
• What is my approach to decision-making? Do I approach decisions through consensus, data-driven analysis, top-down approach, or another mechanism?
• How do I engage with my team? How do I engage with external groups and stakeholders? What about my peers, managers, and executives?
• What type of work culture do I want to build? Is it a culture of learning, hierarchical, competitive, innovative, or something else?
• How do I want to communicate and collaborate with my team and others?
• How do I recognize the contributions of team members?
• What do I look for in new hires? How do I work to retain top talent?
• Among my previous managers, who do I admire? Who exhibited values that align with my own? How did they express those values?

Using these questions, I identified my core values and ethics. Then, I listed my core values and concepts to be included in my management philosophy.

• Strategic Goal Setting and Roadmaps
• Collaboration and Communication
• Decision-Making and Prioritization Frameworks
• Honesty, Trust, and Transparency
• Ownership, Autonomy, Delegation, and Responsibility
• Personal Development and Growth
• Coaching and Mentoring
• Active Listening and Constructive Feedback
• Recognition of Contributions
• Work-Life Balance

Step 3. Create

Finally, I wrote down my personal management philosophy clearly and concisely. My philosophy underwent multiple iterations to encapsulate my core beliefs and principles as a manager. I created my SCORE Management Philosophy.

SCORE Management Philosophy

The SCORE management philosophy represents the five principles of Strategy, Communication, Ownership, Relationships, and Environment. These principles help to drive strategic thinking, foster open communication, empower employees, nurture relationships, and create a positive work environment.

• Strategy:  I adopt a strategic mindset to set clear goals, develop actionable plans, and align resources to achieve objectives. I provide a strategic roadmap for the team to use in decision-making and prioritization.
• Communication:  I foster a culture that promotes clear communication, knowledge-sharing, and timely constructive feedback. I build trust through transparent communication and active listening.
• Ownership:  I cultivate a sense of ownership in my team by empowering employees to take responsibility for their work and outcomes. I encourage employees to own the product by delegating authority and promoting accountability.
• Relationships:  I prioritize building positive and meaningful relationships with team members, stakeholders, and peers. I promote a collaborative workplace by engaging with team members and encouraging constructive conflict resolution.
• Environment:  I create a well-balanced environment for individual and team growth, recognition, and well-being. I commit to growing team members' skills and recognizing the contributions of every team member.

Using SCORE, I strategically guide my teams, foster transparent communication, empower employees, nurture relationships, and create a positive work environment.

Step 4. Implement

To implement this, I shared my management philosophy with my teams and colleagues to build trust and alignment within my organization. I lead by example and demonstrate my values and principles through actions and decisions.

Step 5. Repeat

A management philosophy is dynamic and should evolve. Developing a personal management philosophy is a lifelong journey that requires self-awareness, continuous learning, and a commitment to personal growth as a manager.