Guaranteed To Fail in Management
I think one of the most worrisome things to senior managers is bringing up a new manager in the company. This is especially true when you convert a professional into a manager in a company. When you hire a new manager from the outside, I think you can generally learn a lot about the candidate, their personality, management style, etc. A new manager, however, can be difficult to figure. You have little or no example of their body of work, just the hunch or the signs that the individual will be a good manager. It’s not until the new manager has begun to work and exercise his managerial influence that you can really come to understand if that person may truly be a good manager.
There are, however, some tell-tale signs that the new manager may not be up to par in the new role:
1) Is Not Original
Managers need to motivate their employees and need to generate action from those underneath them in the company. If their style of work is one that does not rouse the base, work can never improve. The organization will continue to trod along as it always has before, never reaching new, higher limits of success.
2) Blends In
Managers who do specific things to blend in and seem like “one of the guys” generally don’t muster enough respect to generate action from his employees. Simply put, when it comes down to it and decisions need to be made, employees will always second-guess the manager and chaos will reign in the organization.
3) Gets Desperate
I believe that the outward feelings and demeanor of a manager is magnified in the employees. Managers who are frustrated, desperate, disenfranchised, etc. will cause employees to feel the same way, often 10 fold. This then becomes the face of your organization.
4) Ignores Peers/Employees
While earning respect, managers also have to ensure that employees, the cogs of the organization’s machine are well-oiled and that each specific piece of the organization is working at its best. When individuals in the organization feel disconnected, not cared-for, or that they don’t have an advocate on their side, the entire organization begins to suffer.
7) Doesn’t Sweat Failures
Even though much of what will determine the organization’s success may be beyond the manager’s control. A manager who simply dismisses failures as “being their control” doesn’t have enough motivation and drive to make themselves better. Successful people often shoot to make everything work in their favor, those in their control and not. Additionally, when mistakes are made, successful people own up and take responsibility and use it as bitter lessons learned which are never to be repeated again.
Doesn’t Ask Too Much
There’s a myth that in order to get the most from people you have to leave them alone and not be demanding. Success is quite the opposite, it comes from setting a high bar for each individual in the organization and ensuring that each individual sees that their specific work is being measured and success is expected in their assigned tasks. Managers who demand the most, will in the end, end up getting the most. They may not get all they wanted from their team, but they will certainly be a factor in helping the team understand how critical they are and that they need to get the job done.
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