Monthly Archives: May 2015

Management hats to choose from

If a hat fits you then wear it, the popular saying tells.

But which hat is a good fit for a manager? The black, the yellow, the white, the red, the green or the blue? (Edward de Bono Six Thinking Hats)

A good manager is not the autocratic, nor the participative, nor the consultative, nor the coaching type.

Then who is it?

A good manager is the one that can wear all those hats, one at a time according to circumstances and his greatness comes from knowing when to wear each hat and how to transition from one to another.

The two contours that characterize our personality

Some years ago, on behalf of my social club I asked a friend who was nationally a well-known pianist and singer to come and play at a club’s public event. His reply was not as I expected positive. He said that as much as he would have liked to accept, he couldn’t because he was not being practicing lately and in consequence his performing would not meet the standards that his public got accustomed to expect from him as a leading singer. In spite of my endeavors to persuade him otherwise, his no, proved irrevocable.

Though at that time I was somewhat cross with him and thought his refusal rather an artist’s caprice, now I think I know better and I will be quick to explain.

Impressions of ourselves to others, come from things we do as for example when we perform a task, make a public speech or take part in a debate, conduct or attend an interview, or lead a workshop. These impressions are like points in our visage or visibility space that when joined together, draw a contour for our personality.

However our performance at those things as we all know, is not constant, it depends on preparation, not to mention our level of knowledge, our mood and very importantly on the audience. Our proficiency at doing the very same activity varies. Sometimes we do them well, other times very well whereas in some cases poorly.

As each performance of ours has the subsequent result of leaving its mark in people’s impressions about us, our reputation is in this way formed. But it is not formed as an average of how we perform but rather is marked by two contours; an upper contour comprising [...]

Is a leader like an orchestra conductor?

The idea of a leader resembling the conductor of an orchestra is one that is very often used and serves in explaining in some ways one or two important points of a leader’s work.

When the orchestra plays sure the conductor is there to coordinate and inspire the orchestra members’ performance to produce the whole experience.

But probably a more important role of the conductor and something that not many remember, is his role and responsibilities before the concert. He must put his talent and effort to organize, coach and prepare his orchestra members the way he wants them to perform. A long and an arduous work for a moment’s glory on stage. The moment is of course important but it is not the producing factor.

It is the same with the leader.

A good leader sure must have visibility as a coherent inspiring symbol but doesn’t have to be there all the time for his team or organization to perform. His most important work like that of the orchestra conductor, has been done long before the stage performance.

By |May 16th, 2015|Uncategorized|1 Comment|