Updates to the Managerial Style Questionnaire

In the new year, we prepared two updates to the Managerial Style questionnaire for you.

1. Visual and Content Refresh of the Managerial Style Questionnaire

The first update is a visual and content refresh of the output report, which is now more user-friendly, features updated texts and introduces a new design for the graphs.

Graph: Example of the new graphics in the output report of the Managerial Style questionnaire.

What’s new in the text updates?

• The definitions of all the key managerial styles are now found under the main graph at the beginning of the output report.

• The summary section, structured into three parts: ADVANTAGES / POTENTIAL RISKS / DEVELOPMENT SUGGESTIONS, has been enhanced with updated texts to make the outputs even more useful and precise for users.

2. Renaming of Certain Scales (Managerial Styles)

The second major change involves renaming some scales to better reflect their essence and make interpretation more intuitive. Three scales in the DECISION-MAKING dimension have been renamed.

AFFILIATIVE ► RELATIONAL MANAGERIAL STYLE

The previous scale, Affiliative, is now called Relational (managerial style).

DEVELOPMENTAL ► MENTORING MANAGERIAL STYLE

The Developmental scale has been renamed to Mentoring managerial style. The new name reflects how the manager develops the team – through supervision, experience sharing, skill-building, and professional authority.

DEMOCRATIC ► COACHING MANAGERIAL STYLE

The Democratic managerial style is now called Coaching. This new name emphasizes the ability to lead the team and subordinates toward accountability, independence, and finding their own solutions. A coaching manager guides the team toward clear outcomes while allowing room for team members to take initiative, demonstrate expertise, and be involved in the process. Unlike a mentoring manager, a coaching manager develops the team without being the primary expert or problem-solver.

What Are the Key Features of Each Managerial Style?

Would you like to know more about the differences and key characteristics of each managerial style? Here’s a preview of the new outputs:

DIMENSION OF DECISION-MAKING

RELATIONAL – Fosters a good atmosphere and relationships within the team, asks for ideas and opinions of subordinates, involves the team in decision making.

COACHING – Delegates authority, encourages taking responsibility and finding one’s own solutions, leads to proactivity and results orientation.

PACESETTING – Emphasises performance, makes decisions and communicates decisions to the team, expects defined objectives to be met and clear results to be achieved.

MENTORING – Passes on experience, offers support and advice, builds on and develops the skills and capabilities of the team.

DIMENSION OF GOAL ACHIEVEMENT

MAXIMALIST – Expects loyalty and autonomy, defines priorities, milestones and ambitious goals, builds on proactivity, tells where the risks are.

LEADER – Leads through a strong vision, uses people’s intrinsic motivation, leaves a lot of freedom in the choice of course of action, says where the team is going and why.

PERFECTIONIST – Assigns well-defined tasks, checks their performance, emphasises quality and reliability, tells in detail how to proceed.

PULLER – Organizes, assigns tasks and motivates to complete them, defines competencies, rewards good performance, tells what needs to be done.

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These updates are available not only in Czech but also in Slovak, English, German, and French.

You can expect another new version with even richer outputs in the second half of 2025. The questionnaire will also be expanded with new scales, including a control scale focused on self-stylization.

Sample output report for the Managerial Style questionnaire

Are you interested in learning more about the Managerial Style questionnaire and its practical applications? Contact us at info@tcconline.eu.