—- ** FOR NEW STUDENTS ** —————————————- ———–

1. 🔊 What industry do you work in and what is your role?
2. 🔊 What are your responses in your role / position?
3. 🔊 Can you describe to the function of your workplace / company?
4. 🔊 How many departments, how many offices. National or International?
5. 🔊 What is the Minimum requirements for employment ie Education or Experience?
6. 🔊 How many opportunities are there to ‘move up the ladder’?
7. 🔊 What is the process for changing job roles ie Interview? Test?

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🔊 General discussion about your workweek:

1. 🔊 Current projects? Deadlines? Opportunities?
2. 🔊 Anything of interest happening?

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https://blog.hubspot.com/marketing/management-styles

Script

1. 🔊 Growing up, a few of my baseball coaches were some of the most ruthless and demanding people I’ve ever met. They used fear to push my team to our physical and emotional limits, intimidated us with cruel ultimatums, and didn’t really seem to care about us as people. They did everything they could to win — and punished us when we didn’t.When I started doing internships in college, I expected my managers to be just like my coaches. Since businesses actually have to make money, and not just win a few games, I was scared to mess up.
2. 🔊 But at the end of my last internship, I realized I’ve never really felt afraid to fail in the working world because my managers were the complete opposite of my coaches. They were patient, understanding, and, most of all, nice. It seemed like they cared about me just as much as they cared about their job, even though there’s a lot more at stake in the office than on a high school baseball field.
3. 🔊 Although my managers have treated me well, there are still managers out there who are just like some of my baseball coaches: fear-mongering, intimidating, and mean. These tactics might produce short-term results, but, in the long-term, all they lead to are unhappy employees, underwhelming results, and a high-turnover rate.You don’t want to be a jerk at work, especially if you’re a manager, so check out this overview of the best management styles to adopt — and the worst ones to avoid.

2 to STRIVE for and 2 to AVOID

1. 🔊  Visionary A visionary manager communicates a purpose and direction that their employees believe in, which convinces their team to work hard to execute her vision.After setting their team’s vision and overarching strategy, visionary managers usually let their employees get to work on their own terms, as long as they’re productive. Managers will only check in on their team to make sure they’re on the right track or to share new insights.This gives their employees a great sense of autonomy, which all managers need to provide — self-direction is a basic psychological need. When humans work on tasks that they have more control over, they feel more satisfied and motivated to complete them. Letting their employees’ inner motives determine the direction of their work is the best way for managers to boost their team’s engagement in the office.Visionary managers are also known to be firm yet fair. Their vision is usually set in place, but they’re always open to listening to their employees’ ideas and willing to change their plan if a great idea is presented.To better execute their vision, visionary managers give a lot of feedback to their employees about their performance and praise them when their performance meets or exceeds expectations.

   This type of management style is hard to pull off, though. It’s crucial that you sell your employees on the purpose of your vision before you expect them to execute it. If you don’t, they won’t be inspired to turn your vision into a reality.

2. 🔊  TransformationalTransformational managers’ are innovators. They usually believe change and growth is the only way to stay ahead of the curve, so they push their employees past their comfort zone, making them realize they’re more capable than they originally thought. This motivates employees to keep raising the bar, leading to improved team performance.Employees led by transformational managers are usually more dedicated and happy — their managers constantly challenge them and motivate them with the idea that they can reach their potential if they just keep pushing themselves. These managers are also right by their employees’ side, doing whatever they can to help them get better and succeed.These teams are innovative, so they can adapt to drastic industry changes. But they can also risk moving too fast and spreading themselves thin. Constantly challenging the status-quo is crucial for innovation and staying ahead of the curve, but, as a manager of people, it’s important to know how far you can push each of your employees before they start burning out. 

3. 🔊   Autocratic

   Autocratic management is the most top-down approach to management — employees at the top of the hierarchy hold all the power, making decisions without collaborating or informing their subordinates. And after they tell them what to do, they expect immediate acceptance and execution, with no questions asked.

   If one of their employees doesn’t follow orders, they’lll punish them by chewing them out or threatening their job. They’ll even publically humiliate them in front of their peers, if they really want to make a statement to their team. Fear, guilt, and shame are an autocratic manager’s main weapon of motivation.

   Autocratic managers are also the ultimate micromanagers — they police their employees every move to make sure they’re obedient, allowing little to no flexibility at work. Employees do what they’re told, and managers don’t want to hear their feedback. They see their conduct as a means to end for great financial success.

   But teams and companies led by autocratic managers usually don’t reach great financial success because they can’t innovate. The same, few minds call the shots, leading to groupthink and a stagnant ideation process — if they won’t let their employees, who have much different perspectives than them, share their new and possibly breakthrough ideas, then they’ll only leverage the same strategies that they’ve always been comfortable with.

   The autocratic management style allows managers to make decisions extremely fast, but employees hate working under it. It’s also one of the most ineffective management styles: underdeveloped employees feel overwhelmed — they won’t get any help — and the most skilled employees can’t let their talents shine in such a rigid environment. Everyone’s professional growth is stunted.

   Another problem with autocratic managers is that they don’t even try to convince their employees to buy in to their vision. They just force them to do it. But what they don’t understand is that even though coercion might work in the short-term, it won’t last in the long-term. No one likes to be controlled. And if people don’t know why they’re supporting the company’s vision, morale will plummet, leading to low-quality work and a high turnover rate.

   The only time this management style is effective is when the organization experiences a crisis situation and needs to make important decisions — fast.

4. 🔊  Laissez-faire

   Laissez-faire managers monitor their team’s activities, but they’re completely hands-off — they expect their team to perform up to a certain level even though they don’t proactively help or check in with their employees.

   Employees led by laissez-faire managers hold all the decision-making authority, working on whatever they want with minimal to no intervention — which is a nice perk. They can also seek their manager’s guidance when they need help.

   But most of the time, the team barely has any guidance or vision. Employees might feel pulled in every direction, so they can’t accomplish anything worthwhile. This is the least desirable and effective management style because without any guidance or vision, most employees feel neglected.

Discussion

1. 🔊 have you ever worked with a manager you would describe as one of the above?

2. 🔊 Does your company offer training for managers?

Keywords

🔊 ruthless

🔊 ultimatums

🔊 fear-mongering

🔊 underwhelming 

 🔊 high-turnover rate.

 🔊 Visionary

 🔊 on their own terms

🔊 on the right track 

 🔊 new insights.

🔊 autonomy

 🔊 inner motives

🔊 engagement

 🔊 firm yet fair

🔊 hard to pull off

🔊 sell your employees on

🔊 Transformational

 🔊 comfort zone

 🔊 raising the bar

🔊 adapt to drastic industry changes

🔊 spreading themselves thin

🔊 status-quo

 🔊 ahead of the curve

 🔊 burning out

 🔊 chewing them out 

 🔊 main weapon

 🔊 obedient

 🔊 little to no

🔊 means to end

🔊 stagnant ideation process

🔊 stunted.

🔊 coercion

🔊 proactively – antonym – reactive

🔊 perk.