Master or Disaster: Understanding the Yin and Yang of Boss Management
What separates a Good Boss from a Bad Boss?
Have you wondered what a fight-unto-death would look like between a good boss and a bad boss? What would be their moves, their strategies, their mantras?
We’ve all had bosses at work, or in other walks of life. And quite likely we’ve all had our share of good bosses, and bad bosses. Have you ever wondered what differentiates one from the other? What are some of the key traits that make all the difference?
In my experience there are 6 key traits that differentiate a good boss from a bad one, and pretty much everything else is secondary. These are communication, empathy, recognition, trust, growth and conflict management. A good boss focuses on these traits as they engage, motivate and lead their teams to deliver against their organizational priorities. Bad bosses, on the other hand, miss or ignore these traits and ultimately lead to resentment, disengagement and business losses. Let’s now discuss each of these traits one by one.
#1: Communication
The ability to convey ideas clearly is a crucial skill for any successful manager. They are attentive to team members, give out precise directions, and keep the lines of communication open. A trustworthy and cooperative work environment is fostered when managers take the time to listen to their team’s views, objectives, and problems.
Good bosses listen more, and speak less.
This is one of the most underrated skill of leaders, and I have seen countless leaders with fat titles who fail to communicate with their teams, and in most cases fail to listen to their teams, and ultimate lead to disengagement and loss of productivity.
#2: Empathy
A competent manager is aware of their employees’ unique skillsets and struggles, and they offer them with the resources they need to succeed. By providing direction, mentoring, and support, they help their teams realize their potential. In addition, they build a caring and compassionate workplace by demonstrating empathy for their colleagues’ personal and professional circumstances that may impair their performance.
The great leaders are not the strongest, they are the ones who are honest about their weaknesses.
Bosses who fail to connect at a personal level, who fail to become vulnerable in front of their team, end up alienating and making it harder to build trust. While I do believe that a line should be drawn between personal and professional lives, bosses should not shy away from displaying their human side and being vulnerable at the same time.
#3: Recognition
Recognition, even acknowledgement, is like fuel that keeps us all going, and as humans, we all like to be recognized. A good leader is one who takes the time to recognize and value their team’s efforts, no matter how big or small. The recognition could just be the timely thank you, a pat on the back, or a formal award — the actual size or format does not matter, as long as it is done with genuine praise, and done publicly.
Recognition is not a scarce resource. You can’t use it up or run out of it.
A successful leader fosters high morale and self-esteem in their staff, which in turn encourages employees to go above and beyond in their work. Some managers who fail to recognise their teams in the name of holding a high bar, ultimately lead to the brightest members leaving the organization.
#4: Trust
A good leader is one who has faith in their employees and is willing to let them take on increasing levels of responsibility. They know that micromanagement stunts development and innovation, so they give their team a sense of agency by giving them responsibility for strategic initiatives. A good leader inspires their staff by giving challenging tasks and encouraging their own initiative.
“Remember, teamwork begins by building trust. And the only way to do that is to overcome our need for invulnerability.” — Patrick Lencioni
I have had experience with bosses who, because of their own insecurities, hold on to initiatives or tasks and make it hard for their team to grow and shine, negatively impacting the business outcomes. In his popular leadership book The Five Dysfunctions of a Team, Patrick Lencioni calls out trust as the first and most important dysfunction.
#5: Growth
A good leader is someone who values development opportunities for themselves and their employees. They have a growth mindset, and encourage their team to try challenging problems. They promote a fail fast culture, and are there for their team all the way. A leader who promotes a mindset of lifelong education among their staff shows that they care about their employees’ professional growth and development during the course of their employment, and beyond.
“Growth is never by mere chance; it is the result of forces working together.” — James Cash Penney
There are a breed of bosses who think they know it all and see learning as a weakness, and stunt the growth and development of their teams.
#6: Conflict management
A competent manager mines conflicts, mediates disagreements and helps employees work through them. They deal with disagreements quickly, objectively, and constructively, which makes the workplace more pleasant for everyone. A successful leader keeps team dynamics healthy and problems from increasing through fostering communication, fostering understanding, and finding fair solutions.
Health conflict is good, and a good boss fosters open communication, and allows healthy conflict to promote better collaboration. They also allow their teams to disagree with them, and build trust with their team as a result.
“A good manager doesn’t try to eliminate conflict; he tries to keep it from wasting the energies of his people. If you’re the boss and your people fight you openly when they think that you are wrong — that’s healthy.” Robert Townsend
On the other hand, a manager who fails to mine conflicts, or ignores them outright, further exacerbates the situation, and nurtures elephants in the room. (Ref: How Not to Get Crushed by the Elephant in the Room.)
Conclusion
A supportive and encouraging boss can go a long way toward creating an enjoyable workplace for everyone involved. They motivate their team to excel by sharing information, providing encouragement, praising accomplishments, and establishing a climate of trust and belonging. I have seen employees thriving in not-so-great companies because they had a great boss who gave them the freedom to be their best.
“People don’t leave bad companies. They leave bad bosses.”
Do you agree with this quote? Which of these traits have you seen in your good bosses, and which ones are missing? Share your stories in the comments below!
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