{"id":3491,"date":"2009-12-14T12:35:04","date_gmt":"2009-12-14T19:35:04","guid":{"rendered":"https:\/\/svapm.org\/?p=3491"},"modified":"2024-11-28T09:34:05","modified_gmt":"2024-11-28T16:34:05","slug":"the-good-the-bad-and-the-ugly-of-management","status":"publish","type":"post","link":"https:\/\/svapm.org\/?p=3491","title":{"rendered":"The Good, The Bad and The Ugly of Management"},"content":{"rendered":"

We are all very much aware that how a team feels<\/em> makes a huge difference to their productivity and to business results.\u00a0 Many of us have been on A-teams, as well as on D-teams.\u00a0 It was the same you, in two different teams \u2013 with two vastly different results.\u00a0 If we take that experience and multiply that across the vast numbers of workers in corporations, we get a sense of the immense proportion of productivity lost or gained based on how individuals feel and how teams work together.<\/p>\n

As managers and leaders, we have a special responsibility to nurture a positive environment and a vibrant culture where people are able to function at their highest potential.\u00a0 Why?\u00a0 Simply that highly motivated, energized teams and individuals produce more and have a greater business impact.<\/p>\n

Many of us have experienced the full spectrum of good, bad and ugly leadership and have seen the impact that has on business results.\u00a0 During the interviews conducted for my recent book \u201cThe Software Soul\u201d, I spoke to individuals about different management styles and how it shapes people and projects.\u00a0 Here are some of the more noteworthy styles:<\/p>\n

The Good – Chameleon Management<\/strong><\/p>\n

This is a management technique wherein the manager is adaptive to the situation at hand.\u00a0 For example, a normally \u2018go get em\u2019 manager may decide to purposefully let some of his team slow roll a deliverable so that the team can spend more time learning a new technology.\u00a0 Managers who practice chameleon management are able to modulate themselves to get the best from their teams.<\/p>\n

The Bad – Bully management<\/strong><\/p>\n

This is when a manager decides that the team will strive for a goal whether or not they believe in it.\u00a0 That is, they bully the team into submission.\u00a0 A classic example is when management sets an impossible date for an impossible milestone and uses high pressure tactics, such as \u2018you will lose your jobs\u2019 or \u2018we will cancel this project\u2019 to drive the team into frenzied action.\u00a0 Bully power may work in short sprints, but fails to achieve longer term, sustained success.\u00a0 Team members typically leave citing burn out, lack of trust and respect.\u00a0 Projects often go into major hacking mode during the sprint, and then are left with a massive cleanup after the fact.\u00a0 This technique is a sure fire way to alienate the team\u2019s spirit.<\/p>\n

The Ugly – Seagull Management<\/strong><\/p>\n

This is when one more managers decide that a project is in trouble and warrants their attention.\u00a0 Without asking for input, the flock swoops over the troubled project, makes a lot of noise, \u2018poops all over it\u2019 and leaves.\u00a0 This gives the impression of lots activity \u2013 but, in reality the project is left in a mess and the team needs to work extra hard to clean up and get the project back on track.<\/p>\n

Do any of these resonate with you?\u00a0 What styles have you been exposed to and how did that influence the project team and results?<\/p>\n","protected":false},"excerpt":{"rendered":"

We are all very much aware that how a team feels makes a huge difference to their productivity and to […]<\/p>\n","protected":false},"author":1494,"featured_media":26069,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"give_campaign_id":0,"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[1],"tags":[1370,84,193],"class_list":["post-3491","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-miscellaneous","tag-leadership","tag-management","tag-teams"],"aioseo_notices":[],"jetpack_featured_media_url":"https:\/\/svapm.org\/wp-content\/uploads\/2009\/12\/8-The-GoodThe-Bad-and-The-Ugly-Management.png","_links":{"self":[{"href":"https:\/\/svapm.org\/index.php?rest_route=\/wp\/v2\/posts\/3491","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/svapm.org\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/svapm.org\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/svapm.org\/index.php?rest_route=\/wp\/v2\/users\/1494"}],"replies":[{"embeddable":true,"href":"https:\/\/svapm.org\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=3491"}],"version-history":[{"count":2,"href":"https:\/\/svapm.org\/index.php?rest_route=\/wp\/v2\/posts\/3491\/revisions"}],"predecessor-version":[{"id":26071,"href":"https:\/\/svapm.org\/index.php?rest_route=\/wp\/v2\/posts\/3491\/revisions\/26071"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/svapm.org\/index.php?rest_route=\/wp\/v2\/media\/26069"}],"wp:attachment":[{"href":"https:\/\/svapm.org\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=3491"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/svapm.org\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=3491"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/svapm.org\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=3491"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}