Manager of The Future
"Let's get our crystal ball out."- my words
In the Forbes article titled, The evolution of the Manager and What it Means to You by David Sturt and Todd Nordstrom. also details the characteristics of a Manager of Tomorrow.
In this third part I want to show how the chart evolves the role over time and check its predictions for future.
If I look across from past to present to future
An Authoritarian from the past ->became a Coach/Motivator -> and will become a Remover of Boundaries
This transition makes sense. I coach does not necessarily removes barriers BUT helps the team to overcome them. So if a coach can help remove the barriers the team will perform better and most likely will achieve the goals.
Second characteristic of the transition of a manager over time is
In the past an authority Oversaw Compliance -> which morphed into Oversing Performance -> and will in the future Oversee Potential
What this means to me is that we are moving from distrust to trust. In the past the employee had no trust and had to be monitored. Now the employee is trusted to do the work but their performance is judged. The future will force the manager help the employee tap into their potential. This is at risk that if he employee gets better developed they might leave the team in order to fulfill it elsewhere.
Third transition is
In the past authority was Focused on Correction -> which became Focus on Improvement -> that will become Focused on Possibility
This transition moves from employee being seen as defective. Now we tend to believe that performance can be monitored and an employee can be improved. Next we will see the employee as having talents taht we are not tapping into and will try to pull out what is possible for that employee. This transition is from employee being limited to limitless.
Fourth change that we will observe is from
A boss Looked over you Shoulder -> to a manager who Looks Over Results-> to a leader who Looks Over Alignment
This change shows how the original focus was over whether the employee will achieve the work to today where that result has to be reviewed. The future leader will need to make sure that the team is aligned and gets out of the way to let the team achieve greater results than any one member can achieve by themselves.
Fifth directional change is from
A boss that strictly Enforced Policy -> to a manager who Enforces Productivity -> to a leader that Enforces Purpose
I can see how a boss in the past focused on enforcing policy. As the authority he knew better and had to make sure everyone else also did what they were suppose to. I can also see how today with the yearly evaluations a manager is trying to enforce productivity. But how does a leader enforce purpose? I believe that the future manager will do more of the "why" Sharing the Purpose with the team. This will help explain and hopefully inspire the team to follow towards that purpose.
Sixth directional change is
Authority that Managed Voices-> to a coach that Accepts Perspective -> to a leader that Organizes Collaboration
Manged voices seems as if the employee in the past had a voice. They did not. The transition to a manager today accepting the perspectives of others is correct. How do you organize Collaboration? By rewarding people for collaborating. This is something that no performance system even attempts.
Last directional change over time
A boss that Demanded Subordination-> to a manager that Demands Cooperation -> to a leader that Demands Innovation
Over time the boss is giving away authority for the sake of productivity. The productivity is only achieved though a team effort and this requires cooperation. Ultimately the highest level of giving away authority if for the employees to feel that they know enough to start providing ideas and innovations. So maybe instead of demanding the boss is Encouraging Innovation.
In the end the manager of the future needs to be a leader. By giving away some of the authority and control the leader can get better performance and innovation from their team. In a sense the boss will be treating their team as adults and not kids that need to be constantly monitored.
Today's question is:
"Which period management style do you best fit?"
"Let's get our crystal ball out."- my words
In the Forbes article titled, The evolution of the Manager and What it Means to You by David Sturt and Todd Nordstrom. also details the characteristics of a Manager of Tomorrow.
In this third part I want to show how the chart evolves the role over time and check its predictions for future.
If I look across from past to present to future
An Authoritarian from the past ->became a Coach/Motivator -> and will become a Remover of Boundaries
This transition makes sense. I coach does not necessarily removes barriers BUT helps the team to overcome them. So if a coach can help remove the barriers the team will perform better and most likely will achieve the goals.
Second characteristic of the transition of a manager over time is
In the past an authority Oversaw Compliance -> which morphed into Oversing Performance -> and will in the future Oversee Potential
What this means to me is that we are moving from distrust to trust. In the past the employee had no trust and had to be monitored. Now the employee is trusted to do the work but their performance is judged. The future will force the manager help the employee tap into their potential. This is at risk that if he employee gets better developed they might leave the team in order to fulfill it elsewhere.
Third transition is
In the past authority was Focused on Correction -> which became Focus on Improvement -> that will become Focused on Possibility
This transition moves from employee being seen as defective. Now we tend to believe that performance can be monitored and an employee can be improved. Next we will see the employee as having talents taht we are not tapping into and will try to pull out what is possible for that employee. This transition is from employee being limited to limitless.
Fourth change that we will observe is from
A boss Looked over you Shoulder -> to a manager who Looks Over Results-> to a leader who Looks Over Alignment
This change shows how the original focus was over whether the employee will achieve the work to today where that result has to be reviewed. The future leader will need to make sure that the team is aligned and gets out of the way to let the team achieve greater results than any one member can achieve by themselves.
Fifth directional change is from
A boss that strictly Enforced Policy -> to a manager who Enforces Productivity -> to a leader that Enforces Purpose
I can see how a boss in the past focused on enforcing policy. As the authority he knew better and had to make sure everyone else also did what they were suppose to. I can also see how today with the yearly evaluations a manager is trying to enforce productivity. But how does a leader enforce purpose? I believe that the future manager will do more of the "why" Sharing the Purpose with the team. This will help explain and hopefully inspire the team to follow towards that purpose.
Sixth directional change is
Authority that Managed Voices-> to a coach that Accepts Perspective -> to a leader that Organizes Collaboration
Manged voices seems as if the employee in the past had a voice. They did not. The transition to a manager today accepting the perspectives of others is correct. How do you organize Collaboration? By rewarding people for collaborating. This is something that no performance system even attempts.
Last directional change over time
A boss that Demanded Subordination-> to a manager that Demands Cooperation -> to a leader that Demands Innovation
Over time the boss is giving away authority for the sake of productivity. The productivity is only achieved though a team effort and this requires cooperation. Ultimately the highest level of giving away authority if for the employees to feel that they know enough to start providing ideas and innovations. So maybe instead of demanding the boss is Encouraging Innovation.
In the end the manager of the future needs to be a leader. By giving away some of the authority and control the leader can get better performance and innovation from their team. In a sense the boss will be treating their team as adults and not kids that need to be constantly monitored.
Today's question is:
"Which period management style do you best fit?"
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