Howard Schultz management style is simpler than that of some other entrepreneurs and chief executives who have scaled similar heights or achieved similar or greater success. But the Howard Schultz management style is one of the most difficult to practice. It is definable but it is difficult to implement.
What is the Howard Schultz Management Style?
Simply put, Howard Schultz practices two types of leadership. One is democratic, which is also known as participative. The other is transformational which includes situational and strategic leadership. When combined, the Howard Schultz management style can be called visionary but then this type of leadership is vaguely defined.
Democratic or participative leadership is pretty simple to understand. It aims at allowing free sharing of opinions. A very open and participative culture is established in the workplace where all employees are valued equally, they are given sufficient liberty to act and to speak up, ideas are welcomed and decisions are not just taken on the top only to be thrust down the hierarchy. Transformational leadership is geared towards change. In effect, Howard Schultz management style focuses on changing things to better the overall scenario. It is an endless quest to get better. This is often exhaustive and many leaders fail to stay on course. Employees too can feel the burnout but Howard Schultz is one man who has managed to stay on the right path and has never allowed the quest for perfection or something better to take a toll on his workers or on his company.
Why Is The Howard Schultz Management Style Difficult?
Democratic and transformational leadership styles work only when there is enough inspiration, motivation and the leader has what it takes to manage people from various backgrounds with different personalities at the same place coming up with conflicting, diverse and often redundant ideas. It takes a vision to inspire a large workforce. It takes great control to exercise freedom for all and yet to successfully uphold the policies of the company.
Howard Schultz management style is also heavily depended on intellectual stimulation. A leader needs to have an idea, a vision or a philosophy that would be agreeable to all and should be able to inspire them, stimulate them intellectually and must galvanize the entire workforce to achieve that common goal. It is very hard to come up with original, believable, agreeable and compelling philosophies or visions.