Swing, Swing: The Pendulum Management Style (and Why It Does not Work)

Swing, Swing: The Pendulum Management Style (and Why It Does not Work)

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Which management style are you currently presently using today? That have you utilize yesterday? Unsure? OK how about trying these questions

1. Maybe you have transported out any people management activities today – or yesterday?

2. Maybe you have found yourself frustrated today – or yesterday – out of your staff, and possess you proven that frustration by shouting or seething?

In the event you mentioned ‘no’ to the fundamental question and ‘yes’ for the second my (uninvited) diagnosis is you might be with what I call the pendulum kind of management! And you’ll be suffering properly (possess a lie lower in my couch why don’t you?)

The pendulum management style: from passive to aggressive and completely again

Over the past two decades I’ve remained with numerous managers – training them, coaching them and observing them. Things I have seen is always that some managers use (although rarely with awareness) an approach to management that swings (pendulum like) from passive to aggressive

This is exactly what happens

The passive management style

The manager, frequently as a result of inadequate skill or confidence, adopts a passive kind of management. They avoid something which feels on their behalf ‘managerial’ e.g.

· Tallying objectives or performance standards

· Monitoring staff performance

· Giving performance feedback

· Discussing job satisfaction

And so on

They’ll respond to demands utilizing their staff in addition to their own management the things they’re doing not do is bring a focused structure approach to managing their staff

Brought on by the passive style

Unsurprisingly this passive management style frequently results in staff underperformance. Staff aren’t apparent which they ought to be doing, the job they are doing isn’t monitored so mistakes or areas for improvement aren’t identified quickly enough, they don’t obtain the performance feedback they might require so they can’t build upon what they are succeeding or improve what they really want to boost. Their manager doesn’t appear considering their job satisfaction so their reason is extremely cheap. I’m guessing you will find the image??

Clearly these performance problems will within the finish eventually alter the manager which often results in some frustration or anger (Why can’t people function what they’re compensated to accomplish? How come It’s my job to have to exercise these issues? How could he have thought that works? It’s surprising she did that!)

When the manager’s frustration drives them into action it generally sparks the pendulum and swings the manager (at some velocity) towards…

The aggressive management style

Round the biggest level the manager here has made a decision ‘enough is enough’ and ‘they’ve ought to be told’ and ‘I’m not meaning this’. They’ll decide you are prepared to give some ‘no holds barred’ feedback. They often times deliver this feedback as critique and in a fashion that, even with generous of hearts, we’re able to not label as constructive. They’ll frequently criticise in public areas and aim the critique within the whole team, rather of person staff (which rarely ends well)

The bottom line is they have had a rant and rave

A less apparent amount of aggression occurs when the manager is holding their temper but seething inside. The aggressive management style here might be proven having a) ignoring employees member they feel makes up about the problem b) making gibes or sarcastic comments c) speaking critically in regards to the worker with other people

The bottom line is they’ll seethe

Eventually, clearly, the storm will blow over. The manager will calm lower. The crisis might have been averted (or at the best labored with) as well as the manager can now easily go back to the pendulum and return to the calmer waters of – yep you suspected – the passive style

The cost from the pendulum kind of management

I’m guessing you will see how ineffective this management style is? How de-motivating it’s for your staff? How demanding for your manager?

What’s the choice?

Stopping the pendulum

The easiest way for managers to avoid the pendulum is, to begin with, to avoid being passive about management. When managers generate a focused, structured system for managing their staff’s performance and job satisfaction then, simply by doing it, the pendulum is stopped

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