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Old School vs. New School Managers
Written by: David LiddellArticle Overview: Although the leadership ranks are evolving, there is still a reasonable percentage of old school managers scatter throughout (almost) all organizations. Old school manager is the manager that expects his or her employees to adapt to their style of management.
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Old School vs. New School Managers
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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Article Tags: leadership ranks, management style, new school, old school, school managers
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About the Author: David Liddell RSS for David's articles - Visit David's website  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:
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   Historical Productivity Gains in Industry Generally Are You Ready for 2011 Planning Your Business Performance Dashboards Why is Organizational Alignment Important to You Building Trust between Management and Employees |
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