The Brainquil Blog

Wednesday, December 30th, 2015

Blaming ManagerThe word management comes from the Latin word, maneggiare, meaning to tame your horse. When it comes to Managing people, Management takes a totally different approach, which many managers seem to miss out on.

Now, in this new era of Knowledge workers, many organizations are losing valuable talents and precious people, due ill management practices, failing to adapt to the dynamics of a new emerging workforce. According to a research by Gallup, 70% of people’s engagement is influenced by Managers, and people who leave their jobs, do so often because of their managers, or as we call them, Manager-Zillas.

 

 

  1. A ManagerZilla sees his subordinates as pieces of checkers .

 

In checkers all pieces look the same and all move in the same way. Manager-Zillas, usually don’t see the strategic uniqueness and special strengths of every subordinate. Even worse, they are very unappreciative of their team’s individual capacities, that if capitalized upon, would render success rates prominently higher.

Based on a research by Gallup, people whose strengths are capitalized upon; Shows that they are 3 times more likely to having an excellent quality of life, 6 times more likely to be engaged at work, 8% more productive and 15% less likely to quit their jobs. Managers who encourage and coach people on their strengths, gives their subordinates a feeling of appreciation and respect.

 

 

  1. A Manger-Zilla lacks Empathy

 

“We should have zero tolerance for the lack of empathy” Jeff Bezos.

Most manger-zillas, don’t understand, rather judge. They would exploit their teams to achieve, disregarding their spirits and motivations. Every individual in their team, is going through too many anxieties, insecurities and uncertainties, doing his best to disregard all of these worries to perform. A team manager, who understands these timidities and coaches his people through them, will get the best out of them, and they will be more of success seekers more than just reports.

 

  1. A Manager-Zilla punishes and rewards for motivation.

 

A Manager-zilla, has two methods to motivate his people, with “carrot and stick”, and through fear. This generation will work with their seniors only on equal terms and mutual respect. They are naturally defiant, and won’t submit to punishment or submit their individuality for a prize at the end. Work to them, is means to self-expression and a search for individuality.

Daniel pink, in his book Drive: The Surprising truth about what motivates us, puts it, usually in knowledge work there are 3 main motivators, they are Autonomy, where an individual feels ownership and accountability towards his/her assignment. Mastery, an instinctive desire to grow and develop. Purpose, where one belongs and contribute to something bigger than them. Reward and Punishment might be effective in a rudimentary type of work, but when it comes to knowledge work, Engagement has a totally different approach.

 

  1. Manager-Zilla is a dictator

 

“The purpose of leadership is to create more leaders, not more followers” Ralph Nader

Only when we impose our thoughts on others, is when they resist us. As per a Study by the National University of Singapore, Humble CEOs often create better financial returns for their companies. Humility, as they define it, is a people’s orientation toward accurately appraising their own strengths and weaknesses, which causes them to self-improve and appreciate the strengths and contributions of others.

Humble Managers, tend to include their direct reports in decision making , towards attaining a shared goal, which by turn enhances ownership and motivation for teams. It’s only the great achievers who give praise and credit of the achievements they realized to the people they lead. A great manager is constantly nurturing his team members; so that one-day they become leaders themselves. He acts as both a confidant and counselor for the team. It takes some effort for one to become such a leader, but once realized, its invaluable to businesses and organizations.

 

  1. Manager-zilla instills distrust

 

Manager-Zillas are very un-transparent with their teams. They hide bearings and numbers from their direct reports. They are usually un-inviting, and most of their teams fear getting in conflict or challenging them. Without trust, there can be no teams, and when people fear to oppose someone because of his/her aggressiveness, this is a sure recipe for lack of alignment towards success.

In Today’s work dynamic, Manager-Zilla are costing their organizations huge losses in failing to retain and engage their talents. More than ever, a new type of leadership has to emerge to adapt to the modern dynamic of business. Leaders should not only know about their business, but their people’s talents and unique capacities. It’s time for a modern practice of management, in which managers are able to engage and motivate their teams towards capitalizing on their unique talents, thus, realizing their business potentials.

If you happen to have any great, inspiring or demotivating, disengaging encounters with your managers, I would love to hear about them..

Written by:
Ahmed Abaza
a.abaza@brainquil.com
Curious Brain