characteristics of highly effective managers / leaders

Characteristics of Characteristics of Highly Effective Highly Effective

Managers / LeadersManagers / Leaders

Michael P. Comer, Ph.D.Michael P. Comer, Ph.D.

Bosses MatterBosses Matter

2007 study of 8000 American adults by 2007 study of 8000 American adults by ZogbyZogby

““of all people who felt bullied at work 2/3 of all people who felt bullied at work 2/3 felt bullied by their bosses”felt bullied by their bosses”

The workplace Bullying Institute US workplace Bullying surveyThe workplace Bullying Institute US workplace Bullying survey

http://www.workplacebullying.org/research/WBI-http://www.workplacebullying.org/research/WBI-Zogby2007Survey.htmlZogby2007Survey.html


U of Florida study 2007U of Florida study 2007 Employees of abusive bosses more likely Employees of abusive bosses more likely

to slow down, make errors on purpose, to slow down, make errors on purpose, hide from bosses, take sick time, not hide from bosses, take sick time, not exert effort, not make suggestions, not fix exert effort, not make suggestions, not fix problemsproblems

Abused Workers Fighting Back by Slacking Off, Live Science, Abused Workers Fighting Back by Slacking Off, Live Science, October 8, 2007 www.livescience.com/health/071008-abusive-October 8, 2007 www.livescience.com/health/071008-abusive-bossesbosses


Survey by Hogan 2008Survey by Hogan 2008 Fromm 1948 to 1998 (50 years) 75% Fromm 1948 to 1998 (50 years) 75%

work force say the most stressful part of work force say the most stressful part of job is their boss. job is their boss.

““Employees do not quit organizations, Employees do not quit organizations, they quit bad bosses”they quit bad bosses”

Hogan, Robert, Hogan, Robert, Personality and the Fate of OrganizationsPersonality and the Fate of Organizations, Lawrence , Lawrence Erlbaum Assoc., Mahwah NJ, p 106.Erlbaum Assoc., Mahwah NJ, p 106.

No Magic Formula to No Magic Formula to Being an Effective BossBeing an Effective Boss Lots of hard work, effort and energyLots of hard work, effort and energy The best bosses balanceThe best bosses balance

getting the job done with taking care of getting the job done with taking care of

their peopletheir people

Managers vs. LeadersManagers vs. Leaders

““Managers”Managers” Make the existing organization runMake the existing organization run more efficientlymore efficiently Focus more narrowlyFocus more narrowly Do things rightDo things right Authority from their roleAuthority from their role Plan – organize – coordinatePlan – organize – coordinate Make things happenMake things happen Have subordinatesHave subordinates Push othersPush others May do the wrong thing very wellMay do the wrong thing very well


““Leaders”Leaders” Think long termThink long term Have a visionHave a vision Focus more broadlyFocus more broadly Grasp the contextGrasp the context Inspire othersInspire others Develop long term strategies Develop long term strategies Generate followersGenerate followers Do the right thingsDo the right things Are effectiveAre effective Authority from their approachAuthority from their approach Pull the organizationPull the organization


Leadership is more difficultLeadership is more difficult Fewer leaders, and more managersFewer leaders, and more managers

An effective organization needs BOTH leaders An effective organization needs BOTH leaders to provide the vision / strategyto provide the vision / strategy

and managers to make it happenand managers to make it happen

A great leader without good managers will not A great leader without good managers will not accomplish very muchaccomplish very much

The Best Bosses Are:The Best Bosses Are:

Moderately assertive – neither too Moderately assertive – neither too aggressive or too competitive, nor aggressive or too competitive, nor passive nor submissivepassive nor submissive


Passionate and resolute towards long Passionate and resolute towards long term goals – instill the same in their term goals – instill the same in their employeesemployees


Expect excellence from themselves and Expect excellence from themselves and their employeestheir employees

Expect excellence in the little thingsExpect excellence in the little things Big problems broken down into smaller Big problems broken down into smaller

doable piecesdoable pieces


Self AwareSelf Aware Avoid becoming self centered and numb Avoid becoming self centered and numb

to their impact on othersto their impact on others Always aware that subordinates Always aware that subordinates

scrutinize their every word and movescrutinize their every word and move Don’t become narcissistic Don’t become narcissistic Always remember how closely they are Always remember how closely they are

being watchedbeing watched


Protective of their people – even at their Protective of their people – even at their own expenseown expense

Take the heat for their mistakesTake the heat for their mistakes Protect them from unnecessary Protect them from unnecessary

meetings, nosy executives, unrealistic meetings, nosy executives, unrealistic demands, interruptions, internal enemies, demands, interruptions, internal enemies, etc.etc.

The Best Bosses DOThe Best Bosses DO

Take charge and seem in control – even Take charge and seem in control – even when they are notwhen they are not

Seem confident, but not cocky Seem confident, but not cocky Balance confidence with humilityBalance confidence with humility Leave their ego at the doorLeave their ego at the door

The Best Bosses DoThe Best Bosses Do

Are decisive – make decisions as neededAre decisive – make decisions as needed Willing to change their mind after a poor Willing to change their mind after a poor

decisiondecision


Give credit and praise to subordinates – Give credit and praise to subordinates – publically and frequently – take little for publically and frequently – take little for themselvesthemselves

““It’s amazing what you can accomplish when you don’t It’s amazing what you can accomplish when you don’t care who gets the credit” Harry S. Trumancare who gets the credit” Harry S. Truman


Take responsibility and blameTake responsibility and blame

““If it’s not your fault then you’re not in If it’s not your fault then you’re not in charge”charge”

Learn from their mistakesLearn from their mistakes

The Best BossesThe Best Bosses

Create psychological safety where Create psychological safety where subordinates are free to speak their subordinates are free to speak their minds, and offer criticism - even of the minds, and offer criticism - even of the bossboss

Thank people for voicing their criticismsThank people for voicing their criticisms Learn from inevitable mistakesLearn from inevitable mistakes


Walk around and ask questions – then Walk around and ask questions – then LISTEN - LISTEN - they can teach you!they can teach you!

““How much have you ever learned by How much have you ever learned by talking?”talking?”


Recognize their weaknessesRecognize their weaknesses

Then do something about them!Then do something about them!


Know that small gestures of gratitude are Know that small gestures of gratitude are powerfulpowerful

They use them!They use them!


Identify and address subordinates who Identify and address subordinates who have poor cooperative people skillshave poor cooperative people skills

““The bad is stronger than the good” The bad is stronger than the good”

Bad supervisors can do more damage Bad supervisors can do more damage than good supervisors can correctthan good supervisors can correct


Hire competent cooperative peopleHire competent cooperative people Best predictors of future performance:Best predictors of future performance:

general intelligence, samples of previous general intelligence, samples of previous work, evaluations by peerswork, evaluations by peers

Plus – structured interview, evidence of Plus – structured interview, evidence of self discipline and follow throughself discipline and follow through


Recognize and reinforce the most Recognize and reinforce the most desired traits in subordinatesdesired traits in subordinates

Negative reinforcement works – leaves Negative reinforcement works – leaves resentmentresentment

Positive reinforcement works better – Positive reinforcement works better – builds morale and loyaltybuilds morale and loyalty


When people leave it usually is NOT When people leave it usually is NOT about moneyabout money

Find out what it is really about!Find out what it is really about!


Don’t just talk the talk, they walk the Don’t just talk the talk, they walk the walk!walk!

Use repetitive concrete guidanceUse repetitive concrete guidance

KISS principleKISS principle


Use clear actionable metricsUse clear actionable metrics


Address problems as they occurAddress problems as they occur Don’t shirk the dirty work – have difficult Don’t shirk the dirty work – have difficult

conversationsconversations But give people as much prediction, But give people as much prediction,

understanding, control, and compassion understanding, control, and compassion as possibleas possible

How Bad Bosses are How Bad Bosses are CreatedCreated

Power corrupts, power poisoningPower corrupts, power poisoning Lack of self awareness and impact on Lack of self awareness and impact on

subordinates “do others want to work for you?”subordinates “do others want to work for you?” Pressure from abovePressure from above Time pressureTime pressure Lack of sleepLack of sleep High ambient office temperatureHigh ambient office temperature Nasty role modelsNasty role models Organizational cultureOrganizational culture


Balance getting the job done with being Balance getting the job done with being humanehumane

Are competent and benevolentAre competent and benevolent Always remember they are notoriously Always remember they are notoriously

poor judges of their own actions, poor judges of their own actions, accomplishments, and impact on othersaccomplishments, and impact on others

They listenThey listen And make necessary changes And make necessary changes

Leading Without Leading Without AuthorityAuthority

False assumption that formal authority False assumption that formal authority means you can make it happen!means you can make it happen!

Even CEO’s have to use Even CEO’s have to use INFLUENCEINFLUENCE on on their staffstheir staffs

Leading Without Leading Without AuthorityAuthority Using Influence Using Influence

Political skills – for the good of the organizationPolitical skills – for the good of the organization First step – establishing credibility = excellent performance and First step – establishing credibility = excellent performance and

trustworthinesstrustworthiness Clear defined goal with detailed planClear defined goal with detailed plan Understand previous history on this issue – what worked and why, Understand previous history on this issue – what worked and why,

what failed and why.what failed and why. Seek allies, build a coalition – everyone a potential ally, Seek allies, build a coalition – everyone a potential ally, Avoid making enemies, disagree without being disagreeable Avoid making enemies, disagree without being disagreeable Identify key players – thoroughly understand their perspectives, Identify key players – thoroughly understand their perspectives,

what can you offer them to gain influence?what can you offer them to gain influence? Work through the gatekeepers to key playersWork through the gatekeepers to key players

Using InfluenceUsing Influence

Focus on divergent thinking – get others to Focus on divergent thinking – get others to think differently on the issuethink differently on the issue

Avoid “I’m right, you’re wrong” dichotomies Avoid “I’m right, you’re wrong” dichotomies Present solutionsPresent solutions Gain “buy in” from key playersGain “buy in” from key players Adjust tactics as neededAdjust tactics as needed May take a long time and a lot of energy!May take a long time and a lot of energy! (while you also do your regular work)(while you also do your regular work) For the good of the organization!For the good of the organization!

Using InfluenceUsing Influence

These “political” skills same ones a CEO These “political” skills same ones a CEO usesuses

Developing them requires practice, Developing them requires practice, patience, endurance, and perseverancepatience, endurance, and perseverance

Resulting in a leader! Resulting in a leader!

characteristics of highly effective managers / leaders

Documents

submissivethe best bosses

muchthe best bosses

employeesthe best bosses

watchedthe best bosses

energythe best bosses

best bosses dotake charge

bosses matter2007 study

employees of abusive