What is a good leader/manager like? Strong - weak hand? Strong communication or a more friendly tone?

Nowadays, a lot of emphases must be placed on changes. Different demands are constantly arising from our customers with the most varied deadlines. I think that one of the most important customers of a colleague in a leading role in the life of a factory is the team he works with. Based on my experience, a leader who builds his competencies exclusively on a thought process (communication, meetings, decision-making) makes a bad decision and builds a bad team. During my career, I have met many managers who tried to control the team by force (rough communication, strong attitude), but there were also those who tried to profit from the overly friendly atmosphere. At that time, my leadership self also began to develop in a direction that builds on changes, since I saw through the previous examples that one leadership style is not enough, and not working.

Here the thought arises, which leadership attitude do we represent?

I think that everyone has seen the attached picture at least a thousand times.

My problem with the picture is that it almost shows a "black and white" picture of the right management attitude. In my opinion, it's not that simple at all these days. In my mind's eye coming sports when I think of a well-adjusted and controlling personality. I could name many sports where tactics are very important. For example, let's look at soccer, perhaps most people have encountered it so far. You will lose a football game if you run onto the field with only one concrete idea of your steps and don't adapt. If I imagine myself in the position of a coach who wants to win the match according to the exact script played after the start of the match, he will lose. The reason is simple, the opponent team. The opponent team will not follow the same script perfectly.

This also happens in a factory environment. A good leader can recognize the field he is entering each day. As soon as I enter the factory in the morning and start contacting colleagues, I need to be able to read the situation at that moment. This defines the next minimum of 4 hours. What is the mood of your colleague(s)? What impression do they get from the previous day's production? etc. If this situational analysis is done, then we can start blurring the company's daily interest with this situational awareness. So there will be a colleague who, yes, should be treated with boss communication on this day, and there will be a colleague who should be praised so that other colleagues will be a little jealous and put in even more effort that day. This is partly strongly related to manipulation.