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Managers: The Good and the Bad


Good Managers Have a Few Things in Common

Managers come in all shapes and sizes; they come in all races and creeds and in both genders; with numerous strengths and weaknesses; with each of the temperaments defined by the Myers-Briggs Inventory and in every life cycle that each kind of organization may find itself.  If you’ve ever had a job, chances are pretty good that you were inspired by some managers and repulsed by others.

  • What makes a good manager?
  • What are the different styles of manager?  And which are you?
  • Which management styles motivate you to be your best?  Which do you find stifling?

We’re going to ask and then try to answer some questions about a variety of popular management types.  In order to do this, I’ve asked one of my colleagues to join in the discussion, Mary Ellyn Vicksta.

Mary Ellyn is a Creative Innovation Practitioner who helps individuals and teams discover their creative potential, learn tools to enhance their innovation skills, and work effectively as a team.

We’re going to use the Goleman Leadership Archetypes model as the basis for our management types.  Why?  We could’ve used a number of other models like the Jungian (basis for the Myers-Briggs), the Gravesian or countless others.  We’re using the Goleman model because it’s simple and quickly gets to the heart of some characteristics that are often seen in managers.

The Goleman Leadership Characteristics

Visionary

“Inspires, believes in own vision, empathetic, explains how and why people’s efforts contribute to the ‘dream'”

Coaching

“Listens, helps people identifying their own strengths and weaknesses, counselor, encourages, delegates”

Affiliative

“Promotes harmony, nice, empathetic, boosts morale, solves conflicts”

Democratic

“Superb listener, team worker, collaborator, influencer”

Pacesetting

“Strong drive to achieve, high own standards, initiative, low on empathy and collaboration, impatient, micromanaging, numbers-driven”

Commanding

“Commanding, ‘Do it because I say so’, threatening, tight control, monitoring studiously, creating dissonance, contaminates everyone’s mood, drives away talent”

Engage With Us

In this series, we will present a few larger-than-life examples of some good managers and some bad managers.  The first such post will be arriving shortly.  Undoubtedly you will identify with one or more of the managers we present.  Please feel free to jump in and become part of the dialog.

Top to Bottom

Posts published in this series are as follows…

  1. Managers:  The Innovator
  2. Managers:  The Arrogant Bastard
  3. Managers:  The Strength Finder
  4. Managers:  The Artful Dodger
  5. Managers:  The Everyday Evangelist

References

  1. Primal Leadership: Learning to Lead with Emotional Intelligence” by Daniel Goleman, Richard E. Boyatzis, Annie McKee. Harvard Business Press, 2004.

About Jeff Hayes

Jeff is Principal at AlignTech Solutions and is a digital strategist with many years of marketing and engineering experience in the areas of healthcare, assisted living and professional services.He has served on various community and educational boards in the Fox Valley area of Wisconsin as well as in Chicago. He was instrumental in creating a regional business symposium with the Fox Cities Chamber of Commerce and in developing programming for fast growth businesses who show promise.Jeff is also a sailing enthusiast, having made the 333 mile Race to Mackinac Island several times.
 

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