Adapting to different management styles: lessons from a dual-culture project

In my early years as a consultant, I was faced with a unique challenge that tested my adaptability and shaped my approach to leadership support. In a project where two markedly different management cultures prevailed, I learned valuable lessons about adapting to customer expectations and needs.

Confronting expectations

One of the management cultures on the project was very inclusive; I was welcomed warmly, given the opportunity to work closely with the team, providing day-to-day support, while management supported me from behind the scenes. This approach harmonised with my natural consultancy style, which is based on active participation and joint problem solving.

In stark contrast, the other culture took a more restrained approach. Only participation in meetings was expected, all other interactions and decisions were handled by the leader alone, without outside interference. Initially, this was confusing – why woulda client pay for my full daily participation if my input was limited to meetings?

Reassessing my role

The initial dissonance stemmed from two main concerns. On the client side, I found it difficult to understand why they were paying for a service that they were not taking full advantage of. And from a personal perspective, I felt underused and undervalued, as if my expertise was not being recognised or really demanded.

This limited engagement phase was unpleasant but instructive. It forced me to re-evaluate and clarify what I can offer as a counsellor. After much prodding and adaptation, I found a strategic approach that ultimately benefited both my professional practice and the leaders I was supporting.

Adopting adaptability and customer-centric support

This experience prompted me to think carefully about how to deliver advisory services as efficiently as possible. I recognised the need for a model that could be flexible to the different needs of clients. This led to the concept of AgadoPro-Academy, which focuses on ensuring that every manager, regardless of how much they want to involve the consultant, can find the ideal form of support for them. Whether it’s development in the online space, project support or coaching, we are ready to meet a wide range of needs.

Conclusion

Each consultancy assignment offers unique challenges and learning opportunities. This project, with its different management styles, was a stark reminder of the diversity of how companies operate and the importance of flexibility and understanding in advising. It has deeply influenced how I support managers, ensuring that my input is valuable and perfectly aligned with their business philosophy.

Attila Jezsó

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Adapting to different management styles: lessons from a dual-culture project