Further analysis
74% valued managers who were willing to adapt, whilst 68% named resistance to change as a hindrance, and 57% claimed inflexibility was a significant problem. Willingness to adapt doesn’t mean changing one’s core, but simply being open to new ideas and willing to try out new ways of doing things, Flexibility allows people and businesses to solve problems and overcome challenges, conferring competitive advantage.
A failure to adapt to changing circumstances doesn’t just limit the manager, but the rest of the team, since the resistant manager becomes the rate-determining step for success.
Other key pairings were confident and relaxed vs. frightened of failure, since maintaining confidence in leadership is key to winning and keeping support. Managers who are broad in outlook fare significantly better than those who are restricted in outlook, focusing on their own area at the expense of the interests and views of others in their team.
When it comes to negative traits for managers, both fearful of conflict and confrontational feature at the top of the list, suggesting the importance of getting the balance right when it comes to addressing problems. Whilst employees don’t want a manager who avoids conflict, neither do they want to be managed by someone who is likely to fly off the handle at the slightest provocation.
The word consultative was also included in the top ten positive managerial traits. A consultative manager is likely to be one who consults others before making decisions and who is available to offer advice and wisdom to others when needed.
According to Bass and Collegues’ Five Styles of leadership, a consultative leader is one who asks others for opinions. While authority to make the final decision ultimately rests with the manager, they are willing to listen to views within the team and allow these views to inform their own.
Recognising others’ views, achievements and expertise, says Forbes, is key to inspiring and keeping good people:
“Recognition is the number one thing employees say their manager could give them to inspire them to produce great work. Global studies prove that when it comes to inspiring people to be their best at work, nothing else comes close—not even higher pay, promotion, autonomy or training.”