While talking with Karen the other day, she relayed a story to me about her new manager.
She talked about attending meetings with this “new to the job” manager “Bob” where he detailed his plan to make critical changes to the process that the team had followed for the last 10+ years. He made the changes without asking for any input from the team, without notifying any of the staff of the changes to be implemented and he did not seek feedback about how the changes were affecting the day-to-day workflow. In fact, he was unwilling to listen to comments from any of the team members who attempted to speak up about the changes. As you might imagine, resistance and a lot of anger followed implementation of the manager’s plan.
To my HR astonishment, Karen went on to further describe Bob’s behavior when someone did dare to voice a concern about the changes. She described somebody who ranted and raved and yelled at the staff while using a barrage of unacceptable profanity. He stated in no uncertain terms “this is the way it’s going to be. There will be no further discussion and that is final.”
Despite all the training and education over the years, managers like Bob are still prevalent in the workplace today. There are a growing number of workplace lawsuits each year based on this type of abusive management style and this behavior often continues until someone either brings it to the attention of HR or a mass exodus of employees draws the attention of upper management. As a manager, it is critical for you to be aware of behavioral styles of management in today’s workplace that are unacceptable. If you feel you need better management skills to effectively lead and motivate a team, seek training or guidance from a peer or company mentor.
One important note here is that Bob is leading a team comprised predominately of female members. There are often major differences between the communication styles of male and female employees. Understanding the different styles of communication and being able to “flex” your style to address the needs of your staff will significantly improve your effectiveness as a manager.
Here are three suggestions to help you become a better manager:
- Know the communication style that best suits your team. It is important to understand that men and women have different styles of communicating and actively “flex” your own communication style to best suit the situation.
- Treat your team with respect. They will notice and work harder on your behalf to help you succeed. Achieving goals is a team effort. Keep everyone working as a team and you will become a more effective manager and motivator.
- Get input from all of your team members when making major changes. It may take you a bit longer to achieve your desired changes. However it will serve you well by ensuring that all of your team is on board and working toward the same goal.
While I don’t know if Bob, the manager mentioned above is a new manager or a more experienced manager, I do know that his tactics are having the exact opposite effect of what he set out to accomplish. By incorporating the suggestions above, he would have more effectiveness and influence on his team.
I am interested in your thoughts about dealing with a manager like this. How would you handle it if this were your manager? What would you do to facilitate a better working environment for yourself and your teammates?
Interested in improving your management effectiveness? Contact me at http://www.trignanoconsulting.com for information regarding DiSC communication style assessments. 973-722-9961