Don’t Follow These Examples

When I train new managers, I always ask them to look at their past examples of managers. You can learn so much from the examples in front of you. My first question is to have them think about the best managers that they have had. Thin about what they do well and make sure that you copy with pride! The discussion usually comes with some good examples. I then move onto bad manager examples. The trainees usually have much more to say… Bad examples are easier to highlight for most folks.

Here’s what we usually discuss:

• Focus on what their manager thinks of themselves more than what’s right for the team. Who really is #1?
• Takes the important projects for themselves rather than provide them as opportunities for the team. Developing your people and team should be a priority to make them a highly performing team. Sometimes as a manager, you will have to take on those “projects” due to time constraint, over team workload and such, but that should be the exception.

• Talks too much and listens way too little. How many meetings have you attended when the only one talking is the manager in the room? After awhile the blah, blah and blah gets boring. The team normally just tunes out, everything.
• Spend way too much time “working” and not “working with the team.” They usually highlight that they see their manager once during the day. Management by walking around, watching and listening to what is happening is an eye opening experience for all.
• Many have forgotten that managing is a new beginning, not the destination! Just because you made it to the “manager” the job is done. Can’t rest on that promotion.

I shared with all of my training sessions that there will be times when every manager will fall into these “bad” behaviors. I spoke from my experiences…  The simplest way to make sure you don’t fall into those behaviors are:

• Spend time reflecting on your past performance. If you have set up a weekly review of your work (and team) performance. Use that time to really review how you are doing as the manager? Being the good example or bad example?
• Ask your team from feedback. A question that I use is, “tell me, what I can be doing better?” Never accept nothing. Listen well. Put feedback into action.

Can you think of any other “bad” examples?

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