{"id":23059,"date":"2023-07-24T11:01:26","date_gmt":"2023-07-24T11:01:26","guid":{"rendered":"https:\/\/ipbpartners.eu\/?p=23059"},"modified":"2026-03-12T15:10:02","modified_gmt":"2026-03-12T15:10:02","slug":"improving-s-style-managers-effectiveness","status":"publish","type":"post","link":"https:\/\/ipbpartners.eu\/en\/improving-s-style-managers-effectiveness\/","title":{"rendered":"Improving S-Style Managers\u2019 Effectiveness"},"content":{"rendered":"

Assumptions That Can Get Them in Trouble<\/span><\/strong><\/h3>\n

\"\"<\/p>\n

Even if we\u2019d never say them out loud, we all have unconscious assumptions that sometimes get us into trouble. Here are some common ones that <\/span>S-style managers<\/span> sometimes make.<\/span><\/p>\n

\u2022 It\u2019s my job to <\/span>keep my team happy<\/span><\/strong> at all times<\/span><\/p>\n

\u2022 I shouldn\u2019t <\/span>upset people<\/span><\/strong><\/p>\n

\u2022 It\u2019s rude to be <\/span>too assertive<\/span><\/strong><\/p>\n

\u2022 If there is uncertainty, <\/span>inaction is the best course<\/span><\/strong><\/p>\n

\u2022 If people are sorry, there <\/span>doesn\u2019t need to be any other consequences<\/span><\/strong><\/p>\n

\u2022 Direct, critical feedback should only be a <\/span>last resort<\/span><\/strong><\/p>\n

\u2022 It\u2019s better to <\/span>give people what they want <\/span><\/strong>than keep fighting<\/span><\/p>\n

\u2022 <\/span>Slow and steady is better<\/span><\/strong> than unpredictability<\/span><\/p>\n

\u2022 I shouldn\u2019t <\/span>inconvenience<\/span><\/strong> other people<\/span><\/p>\n

\u2022 <\/span>My needs are less important<\/span><\/strong> than other people\u2019s<\/span><\/p>\n

\u2022 <\/span>I shouldn\u2019t push people<\/span><\/strong> to push themselves<\/span><\/p>\n

\u2022 You should always <\/span>give people the benefit of the doubt<\/span><\/strong><\/p>\n

\u2022 <\/span>I need buy-in from everyone <\/span><\/strong>before I finalize a decision<\/span><\/p>\n

 <\/p>\n

Unintended Consequences for Their Team<\/span><\/strong><\/h3>\n

\"\"\u2022 <\/span>Problematic behavior<\/span><\/strong> doesn\u2019t get called out<\/span><\/p>\n

\u2022 <\/span>We don\u2019t get the resources we need<\/span><\/strong> from upper management <\/span><\/p>\n

\u2022 There\u2019s <\/span>no sense of urgency<\/span><\/strong><\/p>\n

\u2022 We<\/span> don\u2019t get the feedback<\/span><\/strong> we need to grow<\/span><\/p>\n

\u2022 There\u2019s <\/span>no support <\/span><\/strong>for big changes<\/span><\/p>\n

\u2022 Decisions <\/span>take way too long<\/span><\/strong><\/p>\n

 <\/p>\n

Helping Your <\/span>S-style Managers<\/span> Rethink Their Role<\/span><\/strong><\/h3>\n

These managers grow as they start to appreciate that sometimes they\u2019ll actually have to invite tension and instability into their world. By understanding other perspectives, they see that not everyone shares their need for harmony and that the long-term well-being of their team often depends on allowing a little short-term messiness.<\/span><\/p>\n

Download the full-size poster here:<\/p>\n

\"\"<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

Assumptions That Can Get Them in Trouble Even if we\u2019d never say them out loud, we all have unconscious assumptions that sometimes get us into trouble. Here are some common ones that S-style managers sometimes make. \u2022 It\u2019s my job to keep my team happy at all times \u2022 I shouldn\u2019t upset people \u2022 It\u2019s […]<\/p>\n","protected":false},"author":2,"featured_media":23085,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-23059","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-maaratlemata"],"_links":{"self":[{"href":"https:\/\/ipbpartners.eu\/en\/wp-json\/wp\/v2\/posts\/23059","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/ipbpartners.eu\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/ipbpartners.eu\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/ipbpartners.eu\/en\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/ipbpartners.eu\/en\/wp-json\/wp\/v2\/comments?post=23059"}],"version-history":[{"count":0,"href":"https:\/\/ipbpartners.eu\/en\/wp-json\/wp\/v2\/posts\/23059\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/ipbpartners.eu\/en\/wp-json\/wp\/v2\/media\/23085"}],"wp:attachment":[{"href":"https:\/\/ipbpartners.eu\/en\/wp-json\/wp\/v2\/media?parent=23059"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/ipbpartners.eu\/en\/wp-json\/wp\/v2\/categories?post=23059"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/ipbpartners.eu\/en\/wp-json\/wp\/v2\/tags?post=23059"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}