Good Managers care deeply how they show up with their teams every day, want success for all (not just themselves) and approach the leadership of men and women as a discipline to be improved over time. Good Managers recognize that perfection is unattainable but that progress is always within reach. The below attempts to contrast the stark differences separating how Good Managers and Bad Managers approach oversight/guidance of their teams.
Good Managers make clear to their employees why their role exists, how it fits within the larger organization and how the employee’s individual goals align with the company’s strategic targets.
Bad Managers reduce the employee’s role to a series of tactics without clear connectivity to the larger mission/vision of the company. Bad Managers don’t align targets (or incentives) between those of the employee and those of the overall organization.
Good Managers set clear expectations (and then set them again), they write things out and always have the patience to explain WHY. Good Managers approach conversations with curiosity. They learn through inquiry and then probe (and probe again) until they understand the current state of affairs. Good Managers check for understanding to ensure that both the manager and the employee(s) understand what is expected (and use phrases such as, “Let me say that back to you to make sure I understood what I heard.”).
Bad Managers fly in like a tornado and dictate action without explaining why. They rely on short-hand, text messages or poorly worded emails (often covered in misspellings). Bad Managers assume understanding and don’t confirm clarity. Bad Managers make statements and fail to provide airtime (or patience) for questions. Bad Managers use phrases like, “I assume there are no more questions” or “We’re out of time, does anyone have any questions?” shutting down chances to ensure clarity and indirectly suggesting that questions are not welcome.
Good Managers are even tempered, rational and balanced regardless of circumstance. Good Managers show enthusiasm, optimism and passion coupled with pragmatism.
Bad Managers are up and down, emotionally unpredictable often demonstrating moments of irrationality or outbursts. Bad Managers get over-confident when things go well and pessimistic when things go badly.
Good manager start meetings on time with a clear agenda (often distributed in advance). Good Managers start meetings with a statement clarifying the goal of the discussion and then they check for alignment from the attendees. Good Managers bring great energy to the discussion, they smile, lighten the tension and keep tangents to a minimum. Good Managers use meetings as an opportunity to learn, asking questions and carefully listening to the results. Good Managers ensure notes are taken and that action items are distributed in writing to all relevant stakeholders. Good Managers listen to understand not to reply and overall spend far more time listening than speaking.