Bullies as opposed to weak, indecisive or unpleasant managers got to their position of authority because someone,somewhere thought they would be a good at management. Did they suddenly become shouty and sweary ? Prior to being promoted were they pleasant and supportive? When did they adopt intimidation and public humiliation as management tactics? Were they always a bully and got promoted anyway or did something happen when they were promoted that turned them into a bully?
There are too many bullies in the workforce for it to be an accident. The odd one might fool the recruitment panel but not in the numbers they exist in many organisations. The idea that some bullies can charm an interview panel only holds up for their first management post after which everyone knows what type of manager they are? Which means some interview panels are happy to appoint a bully, no doubt they would prefer to describe the individual as a strong character, some one who with get sometimes ”difficult“ individuals , to do what needs to be done.
Perhaps it is this view of the workforce that persuades an interview panel that a manager can only be effective if they are a certain type of forceful character. It’s not that they do not appreciate the importance of management style they often ask candidates , how would you describe your management style? It’s what they consider an appropriate answer! Typically something like,” I would insist”. But then again if the interview question is how would you deal with resistance to change you are encouraging this type of response. A more nuanced question - Under what circumstances do you think managers should have to explain their decisions ? What do you feel constitutes disloyalty? Please tell us how you implemented an unpopular change.
All managers are good managers when things are going their way. They may still be irritatingly indecisive and inconsistent or taking the credit for the work of others but if things are going their way they are all smilies. When managers are under pressure that’s when supporting and demanding can become just demanding! When the smiles turn to scowls , debate is closed down and any dissent is considered personal disloyalty. At this point the,”humour” is sarcasm, the criticism can get personal and everyone feels uncomfortable.
Put a good manager under the same pressure and they absorb it they do not take it out on those they manage. They see the job as empowering their team not intimidating them. They find praise is more effective than criticism. And their team appreciate them the more for that.
Blair Mcpherson former Director author and blogger www.blairmcpherson.co.uk
