The Best Manager of the Year: Success at the Expense of Others?

In any organization, the role of a manager is crucial in driving the success of a team. A good manager is not only responsible for achieving goals and targets but also for motivating and empowering their team members.

However, there are instances where individuals may question the credibility of certain managers and their methods. This blog explores the concept of the "best manager of the year" and delves into the behavior of a particular individual who has recently received this accolade.

Recently, I came across a person who was awarded the title of the best manager of the year in one of my previous organizations. Having had the opportunity to observe this individual's work style closely, I was left with mixed feelings. On one hand, the recognition bestowed upon him indicated that he had achieved remarkable results. On the other hand, his approach towards managing his team left much to be desired.

This manager consistently employed demotivating tactics, constantly reminding his team members of their inadequacies and shortcomings. Rather than uplifting and inspiring his team, he seemed to derive satisfaction from highlighting their flaws. It was evident that he believed in the philosophy of success at the expense of others. This approach, in my opinion, contradicts the principles of effective leadership.

Furthermore, this manager engaged in negative behavior towards his co-workers. He would often engage in gossip and backbiting, running to senior management to complain about his team members and fellow managers. This behavior not only created a toxic work environment but also undermined the trust and collaboration necessary for a cohesive team.

One of the key qualities of a successful manager is the ability to lead by example.

Unfortunately, this manager seemed to possess a dual personality. In front of his team members, he projected an image of being the best kind of person, but behind your back, he will always be talking ill about you. He engaged in behavior that was far from admirable. This lack of authenticity eroded trust and respect within the team.

His portrayal of a good manager and a people person might have been successful in making his reporting managers believe that he was a deserving person but it is essential for organizations to recognize and reward managers who not only achieve outstanding results but also demonstrate exemplary leadership qualities.

The best manager of the year should be someone who inspires and motivates their team, fosters a positive work environment, and leads with integrity. While the individual in question may have produced results, it is important to question the means by which those results were achieved. Success should not come at the expense of others' morale and well-being. A truly effective manager is one who can bring out the best in their team members, helping them develop their skills and achieve their goals.

In conclusion, the best manager of the year award should not solely be based on quantitative achievements. It should also consider the qualitative aspects of leadership, such as the ability to motivate, inspire, and create a positive work environment.

Success should not be measured solely by numbers but by the impact a manager has on their team members and the organization as a whole.

Let us strive to recognize and reward managers who embody these qualities, fostering a culture of excellence and growth within our organizations.

Love and Light

LKIA