Comments on: The 10 red flags that a good worker will be a bad boss

By: G-man

G-man — Thu, 06 Aug 2009 22:27:16 +0000

To Joyce…purchase or develop management competencies (self) assessments and use them to identify weak areas. Then create development plans focused on improving those area….training, mentoring, shadowing good role models. Do the assessments at least annually, possibly more often as their development program progresses. IMHO remember that training without measurement of how it changes long-term behavior and impacts the organization is a horrible waste of precious funds.

By: Gaynor Roberts

Gaynor Roberts — Mon, 28 Jul 2008 20:58:27 +0000

Insisting that they take management courses is good start. There are programs for first time managers that I have found helpful in these cases. Also assigning a mentor or partnering the new manager with a seasoned manager. It is very important to provide constructive criticism, especially immediately following a situation in which he/she made the wrong decision.
Finally, when all else fail, you may have to make the tough decision to demote.

By: Linda Trignano

Linda Trignano — Mon, 28 Jul 2008 16:56:21 +0000

Great article! Would it be OK to include the article with my monthy newsletter (with proper credit given to you)?
Also, please note slight word omission of the work “see”

Lind Trignano

By: Joyce C

Joyce C — Mon, 28 Jul 2008 16:46:45 +0000

What can one do to help an employee already in the position become a better leader?

By: Rick W

Rick W — Mon, 28 Jul 2008 16:43:50 +0000

I have seen this more often than not. Usually, those who are your top producers are promoted to management. While they may be great in their current job does not mean they will continue to be great. I try to determine who would be a great manager by talking to others who work with the top producers to get an understanding of how this person gets the job done. Usually I receive feedback that the top producer is hateful, rude, and always talks bad about the people who work with them. Of course, not everybody likes the top producers as they tend to be managements “pets”. So you really have to read between the lines. I also ask the top producers to help others who are having difficulties and see how they handle the training aspect. I also ask the “manager candidate” to work in another dept. to see how they handle learning something new. I then talk to the people in that dept. to see how this person would fit in. The last thing I do is get the “manager candidate” involved in some “mock” disciplinary actions (they do not know it is not real) to see how they handle the situation. This has worked very well for me and my company. Of course I am not always right but I am more right than wrong.

By: Leslie

Leslie — Mon, 28 Jul 2008 16:25:38 +0000

How about adding these two to your list:

They manage and control by intimidation, criticism and bullying, not by encouragement or constructive suggestions.
They micromanage by questioning and scrutinizing every little thing.

By: Pat S

Pat S — Mon, 28 Jul 2008 16:07:02 +0000

This just happened at my company. I tried to tell them someone wasn’t ready for the management position but they went ahead with it anyway. This morning everything came crashing down.