If they don’t understand that the role requires them to be an advocate for the company above the employees (including themselves.)
Whatever your particular management style (the way I teach the people I work with, you have a natural primary style and then are able to tap into the others as needed), the overall aim is to ensure your employees are working to their best ability.
No matter your personal feelings on the matter, this is not borne out of altruism.
Every resource in a company that is not working at optimum efficiency is a drain. A manager “s role is to ensure that they get the best results from every resource they have at their disposal.
The best analogy I can come up with is this:
A friend of mine grew up on a ranch. He raised cattle, and when he was young, his father gave him his own steer to take care of so he’d learn responsibility.
He named it “Harry.”
He raised Harry from a calf, took him on walks, laid with him in the field, did his homework next to him when he was sleeping.
One day Harry wasn’t there.
He asked his dad at dinner where Harry was. He said,
“He’s right here.”
My friend laughed, because how could a steer fit through the door?
His dad continued him, “We “re eating him. Cattle aren’t pets. They’re food. We give thanks to them because they keep us alive and put a roof over our head.”
He never named one again (nor is he a rancher now.)
As a manager (CEO, Business Owner, etc) your employees are not your friends.
You need to be able to reprimand them, fire them, lay them off – and it won’t always be in your control or purview as to why. You are the voice of the company first.
Yes, yes, most of the time you can be an amazing boss that inspires people if you so choose. But unless you understand that you aren’t there for *them*, you’re not management material.
Originally Posted: https://www.quora.com/What-is-the-clearest-indicator-that-someone-is-not-ready-for-management
Originally Posted On: 2017-03-26