August 26, 2005
My list of Boss Archetypes, based on my personal experience in the Office:
SLAVE-DRIVING PERFECTIONISTS (SDPs = 26.5% of total Boss Population) – These are classical Type As who rose from the ranks based on their sterling performance as specialists. They are solely dependent on number analysis for decision-making and are highly emotionally volatile. Unfortunately, there obsession with perfection translates to impractical demands on their staff (i.e. twenty permutations of an insignificant scenario on inventory levels) and trauma-inducing team meetings.
Example – Beth, former R & D director, now Supply Chain VP. Infamously related the production planning group to her former R & D group by baptizing them with the same name, as in the cases of “Punyet@ kang Jonas ka, anong klaseng production output report ito?” and “Marjorie Punyet@ ka, nakaka-ilang spoilage reports ka na, a?”
ARROGANT FIELD EXPERTS (AFEs =15%) – A mutation of Slave-driving Perfectionists who are more adept at anger management up to a certain degree. The high volatility of SDPs is replaced by their abnormally excessive arrogance, arising from their expertise in the field they are in. These field experts are excellent macro-level thinkers, strategists, and problem solvers. However, they can strut around the halls as know-it-alls, and be very selfish in imparting precious technical information to fellow managers. They do not form strong attachments to their staff or even to colleagues, which makes it easier for them to fire/rationalize/offer “early retirement” to whole departments at a moment’s notice.
Example – Charlie, former Finance vice-president. Two years ago, the Asia-Pacific Regional Operating Manager assigned him to deliver news of “great significance” to the then Country President. The Country President barged out the conference room with tears in his eyes and a copy of an “executive early retirement package”. He was president for twenty-two years. Unfortunately the following day, Charlie got his own package too, from his apprentice Mario of Accounts.
KIND TASK MASTERS (KTMs = 33%) –These Managers-By-Default, have also risen from the ranks, but at a slower pace than SDPs, due to their lack of aggression. They have been promoted to their managerial position because of seniority (or a “gap in the succession plan”), and not because of their outstanding performance. They try their damnest best to be technical experts, and struggle feebly in the face of SDPs. Unfortunately the key to their success are greedily kept from them by the AFEs.
As a side note, the KTMs are also easily swayed, they can’t say ‘No’, and, although their ways are paved with good intentions, they lack the most basic of staff development skills.
Example – Marian, my boss. Just this morning she said yes to the submission on MONDAYof six types of reports. Guess who's actually going to do it over the weekend?
CHARMERS (CHs = 17%) – Armed with a highly developed Emotional Intelligence, this section exploits their ability in verbal and non-verbal communication to get what they want. Most of the time, the Charmers are not the sharpest tool in the shed, as evidenced by the Sales Director (a certified Charmer, she used to be a secretary) who asked a question similar to how one and one together make two, financials-wise.
Charmers are usually polished, very sweet and thoughtful outside the workplace … remembering your birthday and asking everyone out on a Friday night for a nightcap at the nearest wine bar. However, when provoked, Charmers use their convincing skills against anyone, like in some cases making Top Management believe the wrong figures projected on the screen were actually her secretary's fault because the latter must have been having family problems all the time she was supposed to be focusing on this report. (Marni learned about this the day she returned from her vacation in Boracay, and she swears she immediately filed for Grievance.)
SUPER LEADERS – This is a very rare breed of Bosings in the company. They are also actually nicknamed JACK POTS (as in “Naka-jackpot ako sa boss a!”) in certain circles. They exhibit superb leadership skills, winning their subordinates with their tact, humor, intelligence, and generosity. They bear a genuine interest in their staff’s development, and upon seeing valuable potential, exacts reasonably stellar performance from them in every project. They are generous in giving praise and salary increases; they are also very sensitive to their staff’s needs as human social beings. They can be depended on to deliver the most impossible tasks, and are the solitary reason as to why the company is alive and well in the market.
Unfortunately, only 8.5% of the total boss population are SLs. And part of it is resigning from the company soon.
posted by Elyss @ 11:56 PM
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