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So you've coped with your boss's "Dr Jekyll-Mr. Hyde" mood swings last year when business accelerated in Indonesia economic boom. Now that you have received your bonus and salary increment letter, things are looking up. You're thinking "why do I have to put up with this?".
And you're looking for greener pastures. But, when it comes to your next boss, will the grass be truly greener? What will you look for in a new manager?
Is leaving really the best option for you? Or can a deeper understanding of leadership help you manage your current boss better?
Staying onboardManaging your boss in boom timesIndonesia | Leadership | January 2013 So you’ve coped with your boss’s “Dr Jekyll-Mr.Hyde” mood swings last year when business accelerated in Indonesia economic boom. Now that you have received your bonus and salary increment letter, things are looking up. You’re thinking “why do I have to put up with this?”. And you’re looking for greener pastures. But, when it comes to your next boss, will the grass be truly greener? What will you look for in a new manager? Is leaving really the best option for you? Or can a deeper understanding of leadership help you manage your current boss better? But before you take that big step into the unknown, To work successfully with such a leader, don’t irritate let’s look at some fundamentals of leadership. them by trying to give them a vision. It doesn’t work upwards. Authoritative leaders see scoping and Hay Group has identified six leadership styles that conveying the big picture as their job; they certainly“ apply all around the world – visionary, affiliative, don’t want, or expect, you to do the same thing. coaching, coercive, democratic and pacesetting.A preferred None of these styles is the best. Each has its To impress an authoritative leader, reflect their vision back to them, confirming that you haveleadership style strengths and limitations and is appropriate to understood it, and show what you will do to realizethat worked certain situations. For instance, the coercive approach is useful in getting an organization it. Such leaders are usually weak in their attention toduring a recession through a crisis, but will stifle initiative and detail; it’s your job to see to the nuts and bolts and provide the reassurance that you’re on the case. ”might fail innovation in the good times. The affiliative style is most suitable for dealing with emotional situations, Affiliativemiserably like when employees are being retrenched. This leader is concerned about creating harmonyduring an upturn Effective leaders are adept at all six leadership styles and promoting friendly relations. He or she tends to and can switch from one to another, depending avoid performance-related confrontations. Highly on the circumstances. But, typically, managers will collaborative, this leader is most likely to ask “how default to the style they are most comfortable with, are you?” and mean it. especially in times of crisis and stress. Hence, the Jekyll-Hyde behaviour some managers display. Leaders like this generate a lot of goodwill because they don’t mind rolling up their sleeves and And herein lies the rub – a preferred leadership pitching in on the shop floor. style that worked during bad times might fail miserably in boom times. However their need for harmony may get in the way of making tough decisions. So if there is bad news to be broken, don’t make it personal. Try to use external sources of information – like customer Who is your boss? satisfaction or employee engagement surveys – to help support your case. Visionary This is the classic rock-star CEO. Virgin’s charismatic Coaching Richard Branson springs to mind. They paint the Such a leader focuses on the long-term professional big picture and see their role as moving the team development of employees. He or she helps you towards a shared vision. Because they believe that identify your strengths and weaknesses, selling their long-term vision is the key to success, encourages you to establish long-term goals and they will take time to explain the ‘whys’. provides guidance and feedback on achieving them.©2013 Hay Group. All rights reserved
Indonesia | Leadership | January 2013 If you are looking for a boss to help develop your own actions and body language and what they career, this is a dream leader to work for. reveal about your inner feelings. If you are just working for the pay cheque and Manage your frustrations by remembering that life looking for someone to tell you what to do, then is complicated: things don’t just happen because this is not the boss for you. To work successfully they’re the right things to do, or because a manager with this leader, you will need to know what your says so. Decisions turn into actions when others feel career goals are and be able to take feedback in a ‘bought in’, or because people like you contribute to positive spirit. making them work in practice. Coercive Pacesetting This type of leader needs no introduction – we’ve all Pacesetting leaders set high standards of met them before. Intent on getting others to “just excellence, are apprehensive about delegating and do it the way I tell you” they issue directives, rely on have little sympathy for poor performance. Usually negative, corrective feedback and ‘motivate’ by leading by example, they will take away jobs if high stating the negative consequences of non- performance is not forthcoming. However, what compliance. happens more often is that complex jobs are not delegated at all – pacesetting leaders often assume In fact, Hay Group’s database of leadership styles that the best way to get them done quickly and to show this is the default style of the majority of their satisfaction is to do it themselves. Margaret leaders in Indonesia. Thatcher and Steve Jobs are prime examples of This style is useful for getting teams and pacesetting leaders. organizations out of a crisis situation. But if With such bosses, don’t suggest that you need more continued into the upturn, high-performers will meetings. Don’t ask a lot of questions about why walk out the door at the first opportunity.“ you’re doing things and how they fit into the big When working for such a leader, don’t suggest picture. They expect you to have gotten the picture Like it or not, the different ways of doing things – coercive leaders are automatically. The key is to earn their trust quickly looking for your obedience, not your ideas. by turning in consistently excellent work. quality of the This is not a leader with whom you want to be leadership you And remember they are uncomfortable delegating tasks because they don’t trust others to get it right, modest – so take on extra work to show that you experience has a so start by proving that you can do exactly what is are capable. But do be aware that working for a pacesetting leader can wreck havoc on work-life direct impact on asked of you. Keep them in the loop throughout the balance and lead to exhaustion and burn-out in the process; double-check that you are delivering what how well you do ” they want, how they want it and when they want it. long run. your job. Consider it as micro-managing upwards. Once you Right situation, right style have earned their trust you might have a little more freedom to do things your way. Talking about managing your boss may sound an invitation to take part in corporate politicking. But, Democratic like it or not, the quality of the leadership you A democratic leader focuses on building experience has a direct impact on how well you do commitment and generating new ideas. They invite your job. So, it is really about negotiating a win-win employees to develop directions for themselves situation with your manager to the benefit of your and the company, so there are usually many career, your team and your organization. meetings to gather and discuss employees’ views. In Indonesia’s current boom amid global economic If you are achievement-oriented, then working with uncertainty, it is only natural to see coercive and such a boss can be intensely frustrating. All you pacesetting styles of leadership as companies rush really want is to be left alone to get things done, not to convert the bounty of opportunities into attending meetings about what everyone thinks revenue. But before you start updating your should happen next. resumé, reflect on whether you’ve observed your So the best way to annoy a democratic leader is to boss using the right leadership style in the right be overtly negative about the democratic process, context in the past. If he or she has, the chances are for example by refusing outright to attend meetings you are better off staying put. If not, it may be time or by participating reluctantly. So be aware of your to manage your career rather than your boss! Contact Nidthia Chelvam, Managing Consultant for Hay Group Indonesia, helps multi-national companies and international organizations transform their business strategies into results. About Hay Group Hay Group is a global management Nidthia also has extensive line and operational management experience consulting firm that works with leaders with global companies across three continents. to transform strategy into reality and to help people and organizations realize their e| Nidthia.Chelvam@haygroup.com potential. Visit www.haygroup.com/id.The content in this report is provided solely for informational purposes. This report does not establish any client, advisory, fiduciary or professional relationship between Hay Group and you.Neither Hay Group nor any other person is, in connection with this report, engaged in rendering accounting, advisory, auditing, consulting, legal, tax or other professional services or advice. ©2013 Hay Group. All rights reserved