Old School vs. New School Managers

Guest post by: David Liddell
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Leadership through Priority Management – Not Time Management - By David Liddell

I was speaking with a colleague the other day when the topic of “old” versus “new” school management surfaced. We shared our experiences and came to the (unscientific) conclusion that, although the leadership ranks are evolving, there is still a reasonable percentage of old school managers scatter throughout (almost) all organizations.

What do I mean by old school? Good question. From my experiences, it is the manager that expects his or her employees to adapt to their style of management (you’ll notice I did not say leadership). They expect others to show them respect (although it may not be returned) because of the position they hold, and not because it is earned. The working environment they create has a distinctive command and control flavor which keeps people on the edge, but not in a healthy way. Working with many different organizations, you would think I would not be surprised when I come across a manger, vice president, or president who refuses to accept the realities of today’s diverse workforce. But no … every time, I am stunned for just a moment until I remember that many managers don’t (or won’t) adapt to the people around them.

It was just a few weeks ago, I was in a coaching session with an individual when his manager’s manager (VP) stopped by to make a request. On the surface, it did not appear to be terribly urgent based on how they interacted but it was something about the VPs tone and body language that said “I’m the boss, drop what your doing, I need this done now”. The word “condescending” came to mind at the time.

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Leadership through Priority Management – Not Time Management - By David Liddell

About the Author: David Liddell

RSS for David's articles - Visit David's website
David Liddell, president and founder of SKYE Business Solutions, is an insightful and
trusted advisor to organizations interested in improving their performance and results.

Based on more than 20 years of experience in organizational and business

development, he objectively evaluates organizations and their employees to identify

opportunities for increased efficiencies and productivity. Recognizing that employees

play a key role in a company's performance, David utilizes his analysis to create

customized employee training and development solutions designed to enhance

employee performance, leadership skills, team building, strategy planning and

organizational development.

He is widely respected for his skills as an expert problem solver, trainer, speaker,

facilitator and coach. As a certified 360 Solutions training partner and Profiles

International strategic business partner, he brings proven expertise to his creation of

customized employee development solutions.

Areas of Expertise

David has assisted numerous companies in improving employee and organizational performance. Using

a blended approach (assessments, training, coaching, strategic planning, and consulting), following is a

sample of results achieved:

Improved core leadership strength and alignment

Increased sales performance / business growth

Maximized production throughput and workforce productivity

Enhance organizational culture to foster a high performance mind-set (employee engagement)

Elevated trust / improved communication and collaboration

Ensured successful formation and execution on strategic objectives and goals

Background and Credentials

Prior to founding SKYE Business Solutions, David honed his skills in organizational and business

development, sales and marketing, business growth, and employee retention, training and coaching

through his work in the manufacturing, technology distribution, computer software, and information

technology consulting industries.

David holds a Bachelor of Engineering degree from Concordia University and is active in numerous
community and professionals organizations.
Click here to visit David's website.

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