일반적인 리더십 스타일 11가지와 나에게 맞는 스타일을 찾는 방법
이러한 스타일은 결정적인 행동이 필요한 순간에 도움이 됩니다. 권위주의형 리더십은 리더가 그룹 내에서 가장 지식이 풍부한 경우에 성공합니다.
관리 스타일
리더는 비전을 가지고 팀에 영감을 불어넣고 회사가 발전하도록 만듭니다. 리더는 긍정적인 사회적 영향력도 갖추고 있으며, 이를 조직에 도움이 되도록 활용할 수 있습니다. 반면에, 매니저는 특정 <anchor>관리 스타일</anchor> 을 사용하여 회사에서 프로젝트를 순조롭게 진행하는 운영 역할을 수행합니다.
9 Different Management Styles and When to Use Them [2024] • Asana
9 Different Management Styles and When to Use Them \[2024\] • Asana

[Asana Home](/ko/?noredirect)

- 기능chevron-down icon
- 솔루션chevron-down icon
- 리소스chevron-down icon
- [엔터프라이즈](/ko/enterprise)
- [요금](/ko/pricing)

Bahasa IndonesiaDeutschEnglishEspañolFrançaisItaliano日本語한국어NederlandsPolskiPortuguêsРусскийSvenska繁體中文
Choose your preferred language

[영업팀에 문의](/sales) [로그인](https://app.asana.com/-/login)

[시작하기](/create-account "시작하기")

기능chevron-down icon

### 플랫폼

- [제품 개요](/ko/product)
- [모든 기능](/ko/features)
- [최신 기능 릴리스](/ko/whats-new)
- [앱 연동](/ko/apps)

### 기능

- [project icon프로젝트 관리](/ko/features/project-management)
- [프로젝트](/ko/features/project-management/projects)
- [프로젝트 보기](/ko/features/project-management/project-views)
- [작업](/ko/features/project-management/tasks)
- [사용자 지정 필드](/ko/features/project-management/custom-fields)
- [상태 업데이트](/ko/features/project-management/status-updates)
- [goal icon목표 및 보고서](/ko/features/goals-reporting)
- [목표](/ko/features/goals-reporting/goals)
- [보고 대시보드](/ko/features/goals-reporting/reporting-dashboards)
- [포트폴리오](/ko/features/goals-reporting/portfolios)
- [asana-intelligence iconAsana AI](/ko/product/ai)
- [workflow icon워크플로 및 자동화](/ko/features/workflow-automation)
- [규칙](/ko/features/workflow-automation/rules)
- [양식](/ko/features/workflow-automation/forms/)
- [번들](/ko/features/workflow-automation/workflow-bundles)
- [portfolio icon리소스 관리](/ko/features/resource-management)
- [작업 수용량 계획](/ko/features/resource-management/capacity-planning)
- [워크로드](/ko/features/resource-management/workload)
- [시간 추적](/ko/features/resource-management/time-tracking)
- [my-task icon관리자 및 보안](/ko/features/admin-security/)
- [관리 콘솔](/ko/features/admin-security/admin-console)
- [권한](/ko/features/admin-security/permissions)

### 모든 플랜

- [list iconPersonal](/ko/pricing)
- [premium iconStarter](/ko/plan/starter)
- [briefcase icon고급](/ko/plan/advanced)

솔루션chevron-down icon

### 팀

- [운영](/ko/teams/operations)
- [마케팅](/ko/teams/marketing)
- [IT](/ko/teams/it)
- [리더](/ko/teams/leaders)

### 산업

- [의료](/ko/industry/healthcare)
- [교육](/ko/industry/education)
- [비영리](/ko/industry/nonprofit)

### 용도

- [목표 관리](/ko/uses/goal-management)
- [조직 계획 수립](/ko/uses/organizational-planning)
- [프로젝트 수신](/ko/uses/project-intake)
- [리소스 계획 수립](/ko/uses/resource-planning)
- [제품 출시](/ko/uses/product-launch)
- [모든 용도 보기arrow-right icon](/ko/uses)

### 추천 읽을거리

- [데모AI가 팀에 합류했습니다지금 시청하기arrow-right icon](https://resources.asana.com/asana-intelligence-demo?utm_medium=web&utm_source=megamenu&utm_campaign=ai24-demo)
- [보고서2024년 업무 환경에서의 AI 현황 - Work Innovation Lab자세히 읽기arrow-right icon](https://asana.com/resources/state-of-ai-work?utm_medium=web&utm_source=nav&utm_campaign=soai25)

리소스chevron-down icon

### 탐색

- [업무 관리 리소스\
모범 사례를 찾고, 웨비나를 시청하고, 인사이트를 얻으세요](/ko/resources)
- [고객 스토리\
세계 최고의 조직이 Asana로 업무 혁신을 이끌어 내는 방법을 알아보세요](/ko/customers)

### 학습

- [도움말 센터\
Asana를 최대한으로 활용할 수 있는 다양한 팁, 비결, 조언을 확인해 보세요](/ko/guide)
- [Asana 아카데미\
Asana를 배울 수 있는 대화형 과정과 웨비나에 등록하세요](https://academy.asana.com/)
- [개발자\
Asana 플랫폼에서 앱을 개발하는 방법에 대해 더 알아보세요](/ko/developers)
- [커뮤니티 프로그램\
전 세계 Asana 고객들과 교류하고 정보를 공유하세요](/ko/community)

### 연결

- [이벤트\
가까운 지역에서 예정된 이벤트를 확인하세요](https://events.asana.com)
- [파트너\
파트너 프로그램에 대해 더 알아보세요](/ko/partners)
- [비영리 단체를 위한 Asana\
비영리 단체 할인 프로그램에 대해 자세히 알아보고 혜택을 신청하세요.](/ko/nonprofit)

### 템플릿

- [프로젝트 계획](/ko/templates/for/other/cross-functional-project-plan)
- [팀 목표 및 목적](/ko/templates/for/other/team-goals-planning-example)
- [팀 연속성](/ko/templates/for/other/business-continuity-plan)
- [미팅 안건](/ko/templates/for/other/qbr-meeting-agenda)
- [모든 템플릿 보기arrow-right icon](/ko/templates)

[엔터프라이즈](/ko/enterprise) [요금](/ko/pricing)

[시작하기](/create-account "시작하기") [시작하기](/create-account "시작하기") [로그인](https://app.asana.com/ "로그인") [Asana 실행](https://app.asana.com/ "Asana 실행")

[영업팀에 문의](/ko/sales)

[데모 보기](/ko/go/demo)

[앱 다운로드](/ko/download)

플랫폼

- [제품 개요](/ko/product)
- [모든 기능](/ko/features)
- [최신 기능 릴리스](/ko/whats-new)
- [앱 연동](/ko/apps)

기능

- [project icon프로젝트 관리](/ko/features/project-management)
- [프로젝트](/ko/features/project-management/projects)
- [프로젝트 보기](/ko/features/project-management/project-views)
- [작업](/ko/features/project-management/tasks)
- [사용자 지정 필드](/ko/features/project-management/custom-fields)
- [상태 업데이트](/ko/features/project-management/status-updates)
- [goal icon목표 및 보고서](/ko/features/goals-reporting)
- [목표](/ko/features/goals-reporting/goals)
- [보고 대시보드](/ko/features/goals-reporting/reporting-dashboards)
- [포트폴리오](/ko/features/goals-reporting/portfolios)
- [asana-intelligence iconAsana AI](/ko/product/ai)

- [workflow icon워크플로 및 자동화](/ko/features/workflow-automation)
- [규칙](/ko/features/workflow-automation/rules)
- [양식](/ko/features/workflow-automation/forms/)
- [번들](/ko/features/workflow-automation/workflow-bundles)
- [portfolio icon리소스 관리](/ko/features/resource-management)
- [작업 수용량 계획](/ko/features/resource-management/capacity-planning)
- [워크로드](/ko/features/resource-management/workload)
- [시간 추적](/ko/features/resource-management/time-tracking)
- [my-task icon관리자 및 보안](/ko/features/admin-security/)
- [관리 콘솔](/ko/features/admin-security/admin-console)
- [권한](/ko/features/admin-security/permissions)

모든 플랜

- [list iconPersonal](/ko/pricing)
- [premium iconStarter](/ko/plan/starter)
- [briefcase icon고급](/ko/plan/advanced)

팀

- [운영](/ko/teams/operations)
- [마케팅](/ko/teams/marketing)
- [IT](/ko/teams/it)
- [리더](/ko/teams/leaders)

산업

- [의료](/ko/industry/healthcare)
- [교육](/ko/industry/education)
- [비영리](/ko/industry/nonprofit)

용도

- [목표 관리](/ko/uses/goal-management)
- [조직 계획 수립](/ko/uses/organizational-planning)
- [프로젝트 수신](/ko/uses/project-intake)
- [리소스 계획 수립](/ko/uses/resource-planning)
- [제품 출시](/ko/uses/product-launch)
- [모든 용도 보기arrow-right icon](/ko/uses)

추천 읽을거리

- [데모AI가 팀에 합류했습니다지금 시청하기arrow-right icon](https://resources.asana.com/asana-intelligence-demo?utm_medium=web&utm_source=megamenu&utm_campaign=ai24-demo)
- [보고서2024년 업무 환경에서의 AI 현황 - Work Innovation Lab자세히 읽기arrow-right icon](https://asana.com/resources/state-of-ai-work?utm_medium=web&utm_source=nav&utm_campaign=soai25)

탐색

- [업무 관리 리소스\
모범 사례를 찾고, 웨비나를 시청하고, 인사이트를 얻으세요](/ko/resources)
- [고객 스토리\
세계 최고의 조직이 Asana로 업무 혁신을 이끌어 내는 방법을 알아보세요](/ko/customers)

학습

- [도움말 센터\
Asana를 최대한으로 활용할 수 있는 다양한 팁, 비결, 조언을 확인해 보세요](/ko/guide)
- [Asana 아카데미\
Asana를 배울 수 있는 대화형 과정과 웨비나에 등록하세요](https://academy.asana.com/)
- [개발자\
Asana 플랫폼에서 앱을 개발하는 방법에 대해 더 알아보세요](/ko/developers)
- [커뮤니티 프로그램\
전 세계 Asana 고객들과 교류하고 정보를 공유하세요](/ko/community)

연결

- [이벤트\
가까운 지역에서 예정된 이벤트를 확인하세요](https://events.asana.com)
- [파트너\
파트너 프로그램에 대해 더 알아보세요](/ko/partners)
- [비영리 단체를 위한 Asana\
비영리 단체 할인 프로그램에 대해 자세히 알아보고 혜택을 신청하세요.](/ko/nonprofit)

템플릿

- [프로젝트 계획](/ko/templates/for/other/cross-functional-project-plan)
- [팀 목표 및 목적](/ko/templates/for/other/team-goals-planning-example)
- [팀 연속성](/ko/templates/for/other/business-continuity-plan)
- [미팅 안건](/ko/templates/for/other/qbr-meeting-agenda)
- [모든 템플릿 보기arrow-right icon](/ko/templates)

[영업팀에 문의](/ko/sales)

[데모 보기](/ko/go/demo)

[앱 다운로드](/ko/download)

- [리소스](/ko/resources "리소스")\|
- [리더십](/ko/resources/leadership "리더십") \|
- 9 types of management styles and when t ...

# 9 types of management styles and when to use them

![](data:image/svg+xml,%3csvg%20xmlns=%27http://www.w3.org/2000/svg%27%20version=%271.1%27%20width=%2732%27%20height=%2732%27/%3e)![Julia Martins 참여자 얼굴 사진](data:image/gif;base64,R0lGODlhAQABAIAAAAAAAP///yH5BAEAAAAALAAAAAABAAEAAAIBRAA7) [Julia Martins](/ko/author/julia-martins "Julia Martins")

2024년 1월 5일

[facebook](https://www.facebook.com/sharer/sharer.php?u=https%3A%2F%2Fasana.com%2Fko%2Fresources%2Fmanagement-styles) [x-twitter](https://twitter.com/share?via=asana&url=https%3A%2F%2Fasana.com%2Fko%2Fresources%2Fmanagement-styles&text=9 types of management styles and when to use them ) [linkedin](http://www.linkedin.com/shareArticle?mini=true&url=https%3A%2F%2Fasana.com%2Fko%2Fresources%2Fmanagement-styles&title=9 types of management styles and when to use them &summary=&source=Asana)

섹션으로 이동

1. [What are management styles?](#what-are-management-styles)
2. [Types of management styles](#types-of-management-styles)
3. [Management qualities and responsibilities](#management-qualities-and-responsibilities)
4. [Management styles vs. leadership styles](#management-styles-vs-leadership-styles)

[템플릿 보기](/ko/templates "템플릿 보기")

### Summary

As a manager, it’s your responsibility to provide clarity and context so your team members can get their best work done. Great managers are dot connectors, context providers, and clarity creators. But every manager takes a different approach to _how_ they do that.

The approach you take makes up your management style. From the type of team building activities you plan to the conversations you have during 1:1 meetings with team members, your management techniques guide every interaction you have with your team—even if you don’t realize it.

You may already use a management style and not be aware of it, but identifying your style can help you hone and improve your  [self management](https://asana.com/ko/resources/self-management) skills. Whether you’re a [first-time manager](https://wavelength.asana.com/workstyle-advice-for-first-time-manager/) or an experienced one, by understanding the different management styles—and identifying your own—you can intentionally tailor your own style to best support and empower your team.

[Read: What makes a good manager? 11 actionable tips to help your team succeed](/ko/resources/what-makes-a-good-manager)

## What are management styles?

Management styles describe the distinct approaches that different managers take to support and guide a team at work. All managers have the same responsibilities, but management styles describe how different types of managers specifically use their managerial toolkit to motivate team members.

There are a huge variety of management styles. Every manager naturally leans toward one management style, even if you don’t realize it. Our management styles come out through our [communication preferences](https://asana.com/ko/resources/communication-styles), our personality types, and how we show up at work. The key thing is to identify which management style you naturally use. Identifying your go-to management style can help you gain a better understanding of how you’re communicating and supporting your team—even the things you don’t realize you are doing.

[매니저를 위해 Asana를 사용해 보세요](/ko/teams/managers "매니저를 위해 Asana를 사용해 보세요")

## Types of management styles

There are a wide variety of management styles, with more being defined every day. Anything that defines how you can guide your team, plan work, and connect the dots can be considered a management style. Some of these styles are top-down, while others are more hands-off. The nine different management styles include:

![[inline illustration] The 9 management styles (infographic)](data:image/gif;base64,R0lGODlhAQABAIAAAAAAAP///yH5BAEAAAAALAAAAAABAAEAAAIBRAA7)

### 1\. Autocratic management style

Autocratic managers centralize the decision-making process. On these teams, the manager usually makes the majority of decisions—including what the team should focus on, what short- and long-term goals they should work toward, and which tasks and projects are associated with these initiatives. A manager with an autocratic management style will then delegate work to the team member they think is best suited for the job. This is the most top-down approach to management.

The advantages of an autocratic management style:

- It’s easier to make quick decisions since there is only one decision-maker.


The disadvantages of an autocratic management style:

- Autocratic management can quickly veer into [micromanagement](https://asana.com/ko/resources/micromanagement).

- Team members under autocratic managers are less encouraged to offer suggestions since there is only one decision-maker.

- Team members can feel creatively stifled.


**Best for:** When decisions need to be made quickly and there is little room for error. In crisis situations, the autocratic style is the way to go.

### 2\. Persuasive management style

One type of autocratic management is persuasive management. The persuasive management style puts decision-making totally in the hands of managers but encourages managers to share the logic and rationale behind their decisions. This helps team members feel more connected to the [decision-making process](https://asana.com/resources/decision-making-process).

The advantages of a persuasive management style:

- It can help educate junior-level team members about what goes into managerial decisions.

- It builds trust between the team and the manager since the team is given an explanation for every decision.


The disadvantages of a persuasive management style:

- Like in any autocratic style, team members can feel creatively stifled.

- Team members may feel like their feedback isn’t heard since communication is still one-sided.


**Best for:** Managers that are leading a more inexperienced team. Under this dynamic, the manager should be the sole decision-maker based on their experience but should share explanations in order to help their team grow.

### 3\. Paternalistic management style

Another type of the autocratic style, paternalistic management is a form of unilateral decision-making where the team’s best interests are always kept in mind. While communication is still one-sided, team members are heard and decisions are made with their wants in mind. However, there is no collaboration between the manager and the team about the decision itself.

In this management style, managers try to create a feeling of trust within their team. By doing so, their direct reports are confident their feedback is taken to heart whenever the manager makes a decision.

The advantages of the paternalistic style:

- Managers are truly committed to the well-being of their team. [Team member well-being](https://asana.com/ko/resources/employee-well-being) is at the heart of every decision.

- Unlike other autocratic styles, team members are actively encouraged to express their desires to their manager, even if they don’t get to collaborate on the decision-making process itself.


The disadvantage of the paternalistic style:

- Loyalty to leadership is imperative for this style to be effective. If the team doesn’t trust management, they’ll be less motivated to produce strong results.


**Best for:** Organizations with strong [company culture](https://asana.com/ko/resources/types-organizational-culture). If leadership is able to build strong bonds within the organization, team members can trust that the right decisions are being made.

### 4\. Democratic management style

Democratic, or participative, managers collaborate with their team members to distribute the decision-making process. They invest in their team’s well-being and career development. This management style encourages creativity and employee engagement. Though they are still the person making the final decision, managers who use a democratic style encourage contributions from all team members.

Before setting quarterly priorities, a [democratic manager](https://asana.com/resources/democratic-leadership-style) will make sure every team member understands the company goals and how their team’s initiatives contribute to the company’s yearly objectives. This type of manager will then encourage team members to suggest their own goals. If necessary, a democratic manager will workshop goals in order to ensure each team member is working toward their most important priorities each quarter.

The advantages of a democratic management style:

- Team members have the context they need to succeed.

- Teams with democratic managers often come up with more creative ideas because everyone is brainstorming together.

- This management style promotes high engagement and buy-in.

- Team members are encouraged to tap into their full potential at work.


The disadvantage of a democratic management style:

- This collaborative management style takes more time than the others because the manager is more present.


**Best for:** Teams that are constantly looking to change and improve their processes. If you manage this type of team, it’s best that everyone stays on the same page when it comes to decision-making.

[Read: Understanding kaizen: A guide to continuous improvement in business](/ko/resources/continuous-improvement)

### 5\. Consultative management style

A subset of the democratic management style, consultative managers are consistently [looking for feedback](https://asana.com/ko/resources/tips-ask-for-feedback) from their team and trying to improve in their position. Differing from the authoritative style, consultative managers rarely make decisions alone but instead encourage collaboration from their team.

The advantages of the consultative management style:

- It breeds healthy communications among teams.

- It encourages upward feedback.


The disadvantages of the consultative management style

- It can lead to inefficiency and slow decision-making since everyone is involved in the process.


**Best for:** Managers who want to take on more of a mentor role. Consultative managers strive to educate and influence their team through the decision-making process.

### 6\. Transformational management style

Another type of democratic management is the transformational management style. Used predominantly among creative teams, transformational managers strive to create a culture that encourages adaptability, innovation, and problem-solving.

Transformational managers are invested in the professional growth of their team and look less at short-term projects and more at long-term development. Oftentimes, this means setting lofty and challenging goals for team members.

The advantages of a transformational management style:

- This style works very well for motivated team members looking to grow in their careers and roles.

- It helps breathe life into more mundane projects and helps team members see the bigger picture of what they’re working toward.


The disadvantage of a transformational management style:

- Since this style relies on setting difficult goals, it can backfire if your team isn’t motivated enough to achieve them. As a result, this management style can sometimes lead to burnout and employee turnover.


**Best for:** Fast-moving, intrinsically-motivated teams that are always adapting to new circumstances. By integrating adaptability into their management style, transformative managers prepare their team for whatever may come their way.

[Read: What is intrinsic motivation and how does it work?](/ko/resources/intrinsic-motivation)

### 7\. Laissez-faire management style

Laissez-faire managers are the most hands-off managers. Laissez-faire literally translates to “let it go” in French, and this management style leans into that relaxed, hands-off approach. Laissez-faire managers prefer to give team members nearly full autonomy, and they typically only meet with team members or host team meetings if the team requests it. Otherwise, a laissez-faire manager only checks in if something went wrong.

The advantages of a laissez-faire management style:

- Team members are encouraged to be creative and come up with their own ideas.

- Self-motivated employees benefit from increased autonomy.


The disadvantages of a laissez-faire management style:

- Unless team members are very experienced, they can struggle to prioritize their own work.

- A laissez-faire manager doesn’t tend to provide context for work or proactively connect daily work to company objectives.

- This management style can result in employees feeling unsupported or lost.

- A manager with a laissez-faire management style doesn’t model collaboration best practices or lead by example.


**Best for:** Self-motivated creative teams that thrive when building their own ideas. This model works best for teams that work individually and don’t require much supervision.

### 8\. Visionary management style

A type of laissez-faire management, the visionary management style is less concerned with the day-to-day operations and more interested in educating team members about the larger [vision](https://asana.com/ko/resources/vision-statement) of the organization. Visionary managers tend to motivate and inspire rather than give instructions about day-to-day tasks.

These managers tend to be more outgoing and charismatic. This style works well for teams that are good at managing themselves and don’t require much individual attention. For less experienced team members, this may not be the most effective style of management.

The advantages of visionary management style:

- When done well, this style can spur creativity and out-of-the-box thinking.

- The visionary style can encourage your team to work harder because they’re truly passionate about their work.


The disadvantages of the visionary style:

- If you want to use this style, you can’t feign inspiration. The visionary management is only effective when the manager is truly passionate about the company’s mission.

- This method can [feel more like leadership](https://asana.com/ko/resources/qualities-of-a-leader) than management. If you use this method, be sure you’re continuing to support your team rather than just trying to inspire.


**Best for:** Innovative teams looking to disrupt an industry. In this case, a visionary leader can be exactly what a team needs to continue thinking outside the box.

### 9\. Delegative management style

Another type of laissez-faire management, delegative management refers to a system where managers and team members only interact when managers are assigning them tasks. From there, the manager will come in at the end of the project, review the work, and the cycle will restart.

In this style, team members generally have the freedom to do tasks in their own way. Like teams with visionary managers, members tend to have a strong knowledge of the work and how it needs to be done.

The advantages of the delegative style:

- It allows team members to maximize creativity in their assignments. With little to no supervision, team members can think outside the box when completing tasks.

- There’s no risk of micromanaging in this style. As a result, team members feel autonomous in their work.


The disadvantages of the delegative style:

- Without a clear feedback process during the project life cycle, the end result may suffer.

- With the manager only existing to [delegate](https://asana.com/ko/resources/how-to-delegate), there’s no process for [conflict resolution](https://asana.com/ko/resources/conflict-resolution-strategies).


**Best for:** Employees with more expertise than their manager. In cases like this, the manager should facilitate rather than support and give feedback.

[매니저를 위해 Asana를 사용해 보세요](/ko/teams/managers "매니저를 위해 Asana를 사용해 보세요")

## Management qualities and responsibilities

No matter what style you choose to use, it’s important to understand what it means to be a manager, and what [qualities of a leader](https://asana.com/ko/resources/qualities-of-a-leader) you should bring to the table in order to support your team. These include:

- **Connecting daily tasks to company objectives.** One of the most important things you can do for your team is to make sure they have the context they need to succeed. Only [26% of knowledge workers](https://blog.asana.com/2020/07/goals/) have a very clear understanding of how their individual work relates to company goals. Without that context, team members don’t have a good sense of what they should be prioritizing, and what their highest impact work is.

- **Assigning and delegating work.** Part of being a [good manager](https://asana.com/ko/resources/what-makes-a-good-manager) is delegating work to the right team member. Good managers don’t think, “I can do that,” but instead approach a task or project with the mentality, “I know the best person for the job.” As a manager, it’s your responsibility to ensure that team members have enough work that engages and challenges them but that they aren’t feeling overworked or burnt out.

- **Providing feedback and professional development.** Good managers are forward-thinkers who want to help their team members improve and get to the next level—whatever that next level looks like for them. Part of this is providing [clear, constructive feedback](https://asana.com/ko/resources/constructive-criticism) to help your team members turn their weaknesses into strengths. Additionally, professional development and coaching sessions can help team members identify where they want to go in their careers—and begin moving in that direction.

- **Encouraging team building and collaboration.** The best teams are those that work together—and the best managers are those that help their teams do just that. Good managers make time for [team building opportunities](https://asana.com/ko/resources/icebreaker-questions-team-building). They emphasize the importance of [team collaboration](https://asana.com/ko/resources/team-collaboration-tips) and open communication, so that team members feel comfortable bringing their full selves to work.


## Management styles vs. leadership styles

Another quality of a good manager is simply knowing the [difference between leadership and management](https://asana.com/ko/resources/leadership-vs-management).

“Management is operational; it’s about setting priorities, evaluating priorities, hiring and firing decisions, compensation decisions, things like that. A leader is more of a coach, or even a spiritual guide. She is responsible for maintaining energy, keeping everyone on the team inspired and helping them grow, and for ensuring everyone is aligned in the same direction. A leader must be a point of strength and stability across changes.” —Dustin Moskovitz, co-founder and CEO, Asana

**Management styles** are how managers support and guide a team at work. Managers are focused on execution, organization, and planning—so management styles are primarily about how to provide clear direction on projects and support your employees at the team level.

**Leadership styles** are how leaders motivate and inspire a team or company. Leaders tend to be bigger-picture thinkers—so leadership skills primarily focus on motivating team members, leading company culture, and creative problem-solving. You can use leadership styles in management, but you need to make sure your main focus is on the specific aspects of management.

[참고: 리더십과 관리의 차이점](/ko/resources/leadership-vs-management)

There’s a lot that goes into good management, and using the right management style is just the beginning. To continue improving your management style, actively source feedback from your team so you can support them as you grow.

Part of this growth also means communicating openly and honestly—even when sharing [constructive feedback](https://asana.com/ko/resources/constructive-criticism). By proactively encouraging open and honest communication, you can ensure your team is best equipped and supported at work.

_To continue developing your team’s communication skills, get_ [_12 tips to improve workplace communication_](https://asana.com/ko/resources/effective-communication-workplace) _._

[매니저를 위해 Asana를 사용해 보세요](/ko/teams/managers "매니저를 위해 Asana를 사용해 보세요")

## 관련 리소스

[![](data:image/gif;base64,R0lGODlhAQABAIAAAAAAAP///yH5BAEAAAAALAAAAAABAAEAAAIBRAA7)\
\
기사 **극복해야 할 19가지 무의식적 편향과 포용성을 증진하는 방법**](/ko/resources/unconscious-bias-examples)

[![](data:image/gif;base64,R0lGODlhAQABAIAAAAAAAP///yH5BAEAAAAALAAAAAABAAEAAAIBRAA7)\
\
기사 **Asana 리더가 소개하는 조직 문화를 조성하기 위한 6가지 팁**](/ko/resources/types-organizational-culture)

[![](data:image/gif;base64,R0lGODlhAQABAIAAAAAAAP///yH5BAEAAAAALAAAAAABAAEAAAIBRAA7)\
\
기사 **건설적인 비판을 주고받는 방법**](/ko/resources/constructive-criticism)

[![](data:image/gif;base64,R0lGODlhAQABAIAAAAAAAP///yH5BAEAAAAALAAAAAABAAEAAAIBRAA7)\
\
동영상 **Asana 데모: Asana 기능 사용 방법 동영상을 시청하세요**](https://asana.com/go/demo?utm_medium=web&utm_source=resource-card&utm_campaign=vpd24)

[Asana Home](/ko?noredirect)

- Asana
- [홈](/ko?noredirect)
- [제품](/ko/product)
- [새로운 기능](/ko/whats-new)
- [요금](/ko/pricing)
- [Starter](/ko/plan/starter)
- [고급](/ko/plan/advanced)
- [Enterprise](/ko/enterprise)
- [고객 성공](/ko/customer-success)
- [Asana 템플릿](/ko/templates)
- [신뢰 및 보안](/ko/trust)
- [상태](https://status.asana.com)

- 회사 소개
- [회사](/ko/company)
- [리더십](/ko/leadership)
- [고객](/ko/customers)
- [다양성](/ko/diversity-and-inclusion)
- [채용](/ko/jobs)
- [언론](/ko/press)
- [Wavelength](https://wavelength.asana.com/)
- [인사이드 Asana](/ko/inside-asana)
- [투자자 정보](https://investors.asana.com/)
- [사이트맵](/ko/site-map)

- 워크플로 솔루션
- [프로젝트 관리](/ko/uses/project-management)
- [목표 관리](/ko/product/goals)
- [애자일 관리](/ko/uses/agile-management)
- [작업 관리](/ko/uses/task-management)
- [생산성 향상](/ko/uses/increase-productivity)
- [업무 관리](/ko/uses/work-management)
- [프로젝트 계획](/ko/uses/project-planning)
- [할 일 목록](/ko/uses/to-do-list)
- [모든 사용 보기](/ko/uses)
- [모든 팀 보기](/ko/teams)

- 리소스
- [도움말 센터](/ko/guide)
- [포럼](https://forum.asana.com)
- [지원](/ko/support)
- [앱 디렉터리](/ko/apps)
- [개발자 및 API](https://developers.asana.com/docs/)
- [파트너](/ko/partners)
- [Asana 커뮤니티](/ko/community)
- [이벤트](https://events.asana.com/)
- [비영리 단체를 위한 Asana](/ko/nonprofit)
- [교육용 Asana](/ko/education)
- [접근성](/ko/accessibility)

- 학습
- [리더십 스타일 11가지](/ko/resources/leadership-styles)
- [어색함을 줄여주는 110가지 질문](/ko/resources/icebreaker-questions-team-building)
- [핵심 요약 팁](/ko/resources/executive-summary-examples)
- [가면 증후군 관련 팁](/ko/resources/impostor-syndrome)
- [팀 번아웃 예방](/ko/resources/what-is-burnout)
- [SWOT 분석 팁](/ko/resources/swot-analysis)
- [OKR이란?](/ko/resources/okr-meaning)
- [SMART 목표란?](/ko/resources/smart-goals)
- [범위 변동이란?](/ko/resources/what-is-scope-creep)
- [모든 리소스 보기](/ko/resources)

© 2024 Asana, Inc.

[Language](#i18n)

- [Bahasa Indonesia](/id)
- [Deutsch](/de)
- [English](/)
- [Español](/es)
- [Français](/fr)
- [Italiano](/it)
- [日本語](/ja)
- [한국어](/ko)
- [Nederlands](/nl)
- [Polski](/pl)
- [Português](/pt)
- [Русский](/ru)
- [Svenska](/sv)
- [繁體中文](/zh-tw)

[이용 약관](/ko/terms) & [개인 정보 보호](/ko/terms/privacy-statement)

[트위터](https://twitter.com/intent/follow?screen_name=asana)

[링크드인](https://www.linkedin.com/company/asana)

[인스타그램](https://www.instagram.com/asana/)

[페이스북](https://www.facebook.com/asana)

[유튜브](https://www.youtube.com/channel/UC2BoogM0AqwOJyoSp1S4ClQ)