• Time to start thinking about new criteria for selecting managers

    "A good manager is a man who isn't worried about his own career but rather the careers of those who work for him. Take care of those who work for you and you'll float to greatness on their achievements." - H.S.M. Burns

     
    I keep my eyes open to see and my ears willing to hear. I am curious about people, about business and about life in general. I guess this attitude helps me to connect with people on deeper levels and this helps me to find out about different struggles and problems that people are facing in their lives. 
     

    Lately I have been working with some people who find it extremely difficult to motivate themselves to get up in the morning and go to work. It’s not the work they tell me, their work is interesting and they really like it and feel they are good at it… What really takes away their enthusiasm are their managers.  

    Then on some occasions I hear stories that actually make me stop breathing for a while as I can’t believe what some people have to tolerate in their workplace. In most cases the reason behind everything is a manager, living in fearful state and solving their personal struggles on their employees.

    As times are changing and the energies are supporting us to reconnect back to our true and authentic selves, I think it is time to seriously reconsider our work places. 

    I just can’t understand that a concept so easy to comprehend seems to be so difficult to put into practice. Satisfied employees = more success for the company. It is not the amount of money that you invest in technology, nor the amount of money you save on cutting down costs, but in ensuring that the right people are appointed as managers. 

    In general, I would classify two types of managers: fear-based managers and heart-based managers. 

    Moving from our egocentric selves that believe we are separated from others and everything that surrounds us into our higher selves, we find ourselves in a place beyond separation, in a place where we realise we are one and we want to benefit and help each other instead of restlessly competing against each other. 

    Therefore as the paradigm is shifting, in order to perform well on the market in the near future, companies will have to take a closer look as to which type of manager is on their pay list. Let me provide you with a short distinction as to what a fear-based and a heart-based manager do differently. 

    First of all, managers who feed themselves with fear, find strength in their position which gives them an entitlement to enforce rules.They base their whole identity on what they do, therefore they are hungry for power as the higher position gives them even greater self-importance. They are not there for people, they are there for themselves; for their personal, selfish and glory-seeking reasons. Because they feel separated from everyone else, they will unconsciously create conflicts and competition among employees and at the same time suppress any employee who is seen as a potential threat to replace them in their position. 

    Heart-centred managers on the other hand, manage people as this represents a part of their life mission; they want to be there for others, they want to serve people. They are very strong about their own identity and they understand that ruling with force doesn’t bring the desired results. They naturally uplift and help everyone who is beneath them and are not afraid of competition. They create workplaces where trust and mutual support is a must. Employees follow them not because they have to, but because they want to. Because they see a huge role model in them and want to be like them. Employees want to follow their footsteps and want to go  the extra mile because they know their managers will do the same for them. 

    In a nutshell, fear-based managers find their strength in their position and are selfish whereas heart-centred managers find their strength in their mission and willingness to serve and uplift others and are selfless. 

    It all comes down to the fact that we will need to take a closer look as to why someone wants to become a manager in the first place. Is it because a potential manager bases their identity on what they do and therefore they are hungry for power in order to satisfy their self importance or do they want to become managers because they genuinely possess people skills and find their purpose and meaning in serving and uplifting people beneath them? 

    I have seen few workplaces where heart-based managers existed yet I was surprised as to how easy things there seemed. People come to work unladen, perform as best as they can, go an extra mile if necessary and that energy is manifested into better quality products and  services, much better selling, excellent customer services and most of all happy and satisfied consumers. 

    The only question that I am asking myself at the moment is not whether a fear-based managing paradigm will end, rather how quickly will it end. In the times that are ahead of us, ‘selfish’ and ‘separated’ will undoubtedly have to withdraw to being selfless and connected and that will not only affect people in their personal lives, but companies as well. Stop closing your eyes to the things you don’t want to see and your ears to the things that you don’t want to hear. The transition is already taking place.Think about how can you use it  to your advantage.