What Kind of Boss Are You?

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In the spirit of trying to help you manage your teams for greater productivity and a win/win for all. 


As the Client Manager/Boss, you are responsible for leading your team for greater productivity happier staff, happier clients, happier management and happier shareholders. 


Your staff look to you to set an example, and the way that you do this depends heavily on your leadership and management style.


Are you a person who tries to be a kind boss? 


Maybe you prefer to be liked more than respected? 


There are benefits and drawbacks for each leadership type, such as the impossibility of being liked by all of your employees, or having your employees believe they can act inappropriately because you are ‘best friends’.


A recent study has shown that one good boss is roughly the equivalent of adding one more worker to a hard working team of nine employees. 


In other words your team produces more productivity for the right boss. 


Different leadership styles can lead to different results. 


However, as the common saying goes


 “employees do not leave companies – they leave managers”.


Do any of the following boss types sound like you?




This type of boss is a totalitarian who rules by fear, using terror as a weapon to motivate employees, often using the threat of unemployment like a whip. 


The Dictator seems to think that they will get their way if they raise their voice to an unreasonable level: the higher the volume, the higher the commitment. 


They give no one but themselves respect.




The Robot sees the workforce as a matrix of ones and zeros rather than living, breathing human beings. 

This boss is completely focused on structures, systems and efficiency and tends to overlook the finer details of how an objective will actually be met. 

It goes without saying, the Robot boss is not a people person.




The Best Mate boss wants to be a friend, not a superior. 

They want employees to like them, because “friends stick up for friends” 


However, it can be difficult to truly separate personal from business. 

Being a ‘friend’ could take offense at your suggestions, the Best Mate boss spends more time coming up with ways to sugar-coat constructive feedback. 

As a result, the message is a watered-down version and far less effective.




This is the boss whose style of management depends on their mood. 

They come in with a face like thunder on a bad day however, when it is a good day they have a sunny disposition until something goes wrong. 

This boss can get ugly, and employees are often forced to walk around on egg shells.




The Barely There Boss may be more preoccupied with trying to determine the absolute earliest they can possibly leave work and tends to lose focus. 

As a result their employees often have no clear direction of where the business is heading or their ‘boss’ vision. 

When this boss does show their face they may credit themselves for other’s work, before disappearing again to ‘meetings’ or ‘working from home’.




The Stressed boss is always running around like a headless chicken even though the situation is completely under control. 


They are the first to panic when something goes wrong, and like to stress instead of thinking about solutions. 


Everyone in the workplace agrees the place would definitely be a much calmer place without them.




The Micromanager is so hands-on, it interferes with employee productivity and performance. Managing employee behaviour that closely, may not be good for morale. 

Employees often describe a Micromanager boss as frustrating, demoralising and demotivating.




Your leadership style is a vital contributor to your staff’s morale, productivity and levels of engagement. 


A Poor management style can deflate employee morale, and cause high levels of stress and can cost you more than just high employee turnover.


Employees who are disgruntled or unhappy may stop caring about how they perform their jobs. 


Being a great boss requires an understanding of your staff’s personality and adopting a flexible style that’s responsive to their strengths and weaknesses. 

Keep them in their strengths and not set them up for a fall by putting them in areas they are weak at. 

They are much more productive if they are in their flow. 


In other words your management style will need to change with the personality type of employees you are managing. 


Some employees are more robust and a good “telling off” is really effective but not so effective with more sensitive employees. 


Sensitive employees require a more consultative approach to be effective. 


Examine your team personalities and your own style to find the areas where you can make some significant improvements.


Disclaimer: This article contains general information; before you make any financial or investment decision you should seek professional advice to take into account your individual objectives, financial situation and individual needs. Click for more detail regarding this disclaimer.

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