Although we are determined to change the concept of boss, they are still the ones who manage, govern, control and organize. Better or worse, they have the responsibility of managing a team of people and managing to carry out a project. Human Resources try to have a clear vision of the different types of bosses that we can meet.
How many types of bosses are there?
How many people are there in the world? Well, each one belongs to his father and mother. So imagine how many types of bosses there are. We can find certain patterns, but each person finds his formula through his own personality.
I always say that there is no good professional if we have not seen a good person before. So, to spot the good bosses, without a doubt, you will have to look for good people. You don’t want sharks in the company that want you to earn more money if you really don’t want a shark. Sharks are predators. Also don’t pretend that someone despot is empathetic. You just have to decide how to achieve your goal.
Another of my maxims is that an organization is successful as long as its leaders and middle managers have the coherence they preach for the culture of the company itself. In fact, the personality of the boss falls from top to bottom and ends up becoming the culture of the company. It ends up infecting everyone. If you notice, an insecure boss ends up hiring people he does not trust and creates a climate of constant tension. The fact is that they end up criticizing their own team without knowing that they are the cause.
A boss is the leader, the person who has to take the lead and have the responsibility to know his team, influence and make the best decisions for the benefit of all. Boss is the guide and the light of that plot of the organization. But even if we cannot analyze each of the possible bosses that exist, we will try to focus on the most remarkable patterns.
The authoritarian boss – autocratic
It is easy for many of us to raise our hands by claiming to have had one of these bosses around. Rarely have people who worked with an authoritarian boss claimed that the work environment or climate was good. They are often insecure people who need to constantly reassert themselves with their orders. They don’t know how to delegate and they don’t trust their people. There is no collaboration or consensus, orders are normally executed and there is no margin for dialogue. Communication is difficult and it is not easy to criticize or present alternatives. He is usually on top to criticize the work, but rarely values or recognizes the effort.
Dealing with such a boss is not easy. You have to have emotional intelligence so that it doesn’t infect you. From the team position it is complex, because there is no cohesion and the tensions generate uncertainty, a bad environment and that people do not work as a team. You have to try to listen to him without getting infected, be patient and not argue. We must find a way to isolate the contamination of this type of boss as much as possible and seek teamwork with the natural leadership of another member. On the part of the organization, work should be done to develop their skills, help them improve those skills it doesn’t show. Thinking about the company, you can make decisions without being carried away by emotions and you will be rational, but thinking about managing people, you must learn to work on your social skills.
The participatory – democratic boss
It comes to be the opposite of the previous boss. Try to listen to your team, dialogue and negotiate with them. He likes everyone to be part of the project and it is not he who issues the orders without reaching a participatory agreement. He works to create a climate of trust and communication because it is important to him that all members feel comfortable and valued. The empathy is an identifying feature of these people and why are usually respected and inspiring leaders. People easily trust them.
Working with a participatory boss is easy, but you must show commitment and involvement. She will like to see how you are part of the project and what you contribute. Listen and give your opinion. Since the organization encourages such behavior and values its achievements, recognizes the work with its people and offer them the opportunity to share what they do with other people, such as a mentor or trainer.
The Leader Who Lets Do – The Friend
There are bosses who are more friends than leaders. This line is complex, but responsibilities must be clear. A boss who lets on trust and delegates but mix the type of relationship and can harm the group as long as you don’t fit in as a colleague. Delegating a lot can mean intervening little and that is only a positive thing when the team is expert, is involved and knows its role well. But in cases where the team needs a guide it can be chaotic. Not everyone is the same and you need some support and extra motivational moments from the boss.
We must give this boss certain tools so that he knows how to get the best out of his team, provide him with essential information so that he sees more importance in cohesion and synergy than in camaraderie. Give him room but teach him that control and feedback are part of his responsibilities.
The charismatic leader – inspiring
His great potential is in his strong personality. It focuses on good relationships, on creating a good environment, on the fact that people are inspired and excited. It generates listening environments and has emotional intelligence. He knows how to detect the talent of his team and helps them in their development. It motivates them to do their best and is constantly seeking their own learning.
It is important not to stop with him, he likes to generate creativity. They tend to have followers naturally, but not everyone likes it. If you are what he has fallen for, it will be easy to connect with him, otherwise you will find it difficult to feel inspired. Find the common ground and contribute. Your creativity and ingenuity also motivate him.
The insecure leader – non-leader
Sometimes we meet bosses who haven’t gotten there precisely because of their abilities. They have been with the company longer than others or are simply the “natural” heirs of the previous boss. Falling into the mistake that anyone can fill that position can lead the organization to disappear or even stay on the worst possible itinerary, constantly making wrong decisions.
The insecure boss will not feel comfortable and will constantly need help, implicitly or explicitly. He will ask for collaboration from the group, but he will do it not out of including them, but out of necessity and lack of self-confidence. This can seriously harm the team, as their lack of leadership can make the team drift. Try to equip him with those skills that bring out the best in him that give him confidence and security.
Now that you know some of the patterns, have you identified someone in your organization? What are you going to do to improve the bosses of your company?