seven types of managers all of which identify different competencies necessary
to be a successful manager, this would stem from ways in which they
communicate. The seven types are problem-solving manager, pitch fork manager,
pontificating manager, presumptuous manager, perfect manager, passive manager
and the pro- active manager.
a problem solving manager tend to be more focused on achieving goals, and lead
by being very chaotic. Often the manager will create the little problems they try
there upmost to avoid, but will continually provide solutions they work so
conscientiously try to eliminate.
pitchfork manager tend to apply there managerial skills with a controlling
hand, demanding progress from there team, forces accountability and will
continue to push for results through the threats and fear tactics. This style
of ruthless management could push team members into avoiding consequences
rather than pull towards goals and achievements.
of a pontificating manager will admit they do not follow any type of managerial
strategy, they tend to make it up as they go alone, often with sporadic
inconsistent results. Managers will often find themselves in situations that
they are unprepared for. However these types of managers thrive of pressure and
are desperate to develop there most essential skill such as listening to
The Pontificating Manager is the type of manager who
can talk to anyone and immediately make people feel comfortable. This character
strength becomes a crutch to their leadership style, often blinding them to the
need to further systemize their approach. As a matter of fact, the only thing
consistent about these managers is their inconsistency.
Presumptuous managers are more focused on themselves,
for them it’s about personal development, and bonuses this would take priority
over peoples values. Presumptuous managers often forget about there teams needs
and this will create more turnover within the business and could cause problems
relating to other managerial staff. Typically this style of managing will allow
them to show more confidence driven by there ego and prefer to outperform there
team. This would develop into a unhealthy environment to work in with other
manager will show wonderful skills and qualities, they will be open to others
thoughts and feelings, any changes that can be made to personal growth and will
continue to grow and improve within a team. This can also be misleading as a weakness;
perfect managers never experience the benefit of consistency. The perfect
manager will know more facts and figures surrounding the business and will
always have the need for soft skills training in areas of presenting,
listening, prospecting and being able to be organised and strategic.
A passive manager, are referred to as ‘The parenting
managers’ they take on the concept of developing relationships within the team
on a new level, they create a goal of making people happy. While others may
admire this trait it can easily become a barrier in terms of leadership efforts
managed effectively. This type of manager can also be viewed as incompetent,
inconsistent and often lacking respect from there team. Passive managers will
always avoid confrontations and mistake holding people accountable with
confrontation and conflict.
The Proactive Manager incorporates all of the good
qualities that the other types of managers hold, yet without all of their consequences.
Here are the characteristics that this ideal manager embodies, as well as the
ones for you to be mindful of and develop yourself. The Proactive Manager
edge, and genuine authenticity of the Pitchfork ManagerConfidence of
the Presumptuous ManagerEnthusiasm,
passion, charm, and presence of the Pontificating ManagerDrive to
support others and spearhead solutions like the Problem-Solving ManagerDesire to
serve, respectfulness, sensitivity, nurturing ability, and humanity of the
Passive ManagerProduct and
industry knowledge, sales acumen, efficiency, focus, organisation, and passion
for continued growth just like the Perfect ManagerThe Proactive Manager is the ultimate manager and
coach, and a testimonial to the additional skills and coaching competencies
that every manager needs to develop in order to build a world-class team.