I have finally realized the type of manager I work for. She is a cheerleader. I am not saying that in any kind of sexist way, I would say the same for a male manager that exhibited the same qualities, but I would have a male cheerleader up there (not that there is anything wrong with male cheerleaders, if you are into that sort of thing).
What do I mean by this? My manager has joined me on many sales calls and not once has she given me feedback on how she thought the call went or on some of the things I spoke to the client about. There was one specific time when I remember saying something really dumb and she didn’t even bring that up. Now…there are some good qualities to such a manager.
1. You never feel like you did anything wrong.
2. You always feel positive and pumped, because she’s always telling you positive things.
3. That’s all I can think of.
I am not thrilled of this management style, in fact, I think it’s her job to be more of a critique towards my work and I would welcome the feedback. I want to improve and I feel I can learn from her, but I never get any constructive criticism, so how can I learn.
The best was my recent example (this is what tipped me off).
Me: I think I am going to apply for that promotion they are posting, what do you think?
Manager: I think that’s a great idea, I think everyone on our team should apply for the position.
I think that pretty much sums it up.
Tags: cheerleader, critique, management style, positive, sales call
October 27, 2008 at 11:05 am |
I’d be curious to know if she treats everyone this way and what she has said when you have asked her for criticism.
November 4, 2008 at 7:48 pm |
I love the comment above about asking for constructive feedback. She sounds like someone who hasn’t been a salesperson before. ???
Jill at Meeting to Win (www.meetingtowin.com)
November 5, 2008 at 5:28 pm |
Thanks for the comment Jill and Sales meeting. She actually used to be in sales and is regarded as a very good manager by most. Maybe, it’s just a personality difference between the two of us.
November 11, 2008 at 10:30 am |
From Sales Force Playbook;
http://thesalesforcecoach.typepad.com/thesalesforceplaybook/2008/10/the-coach-vs-the-cheerleader.html
November 30, 2008 at 4:04 pm |
I work for a male cheerleader. its funny because i just told him last week that he reminds me of a male cheerleader.
btw…i really like your blog and have been following it on http://b2breps.net
March 14, 2009 at 1:43 am |
Just a thought…I actually am a manager….and to some…I probably am a cheerleader. Why? Because I’m going to get more growth out of someone by focusing on their strengths. It really depends on what stage you are in? Do you need direction? Than obviously I can’t just be a cheerleader. Do you need me to be supportive? RAH! RAH! (Where are my pom pons?) Other people just need me to give them a task and let them go and report back to me if they need help, or when they’re finished. I know in every stage if I focus on their weaknesses…true I may get a tad bit of growth out of them if they’re listening…but the strides won’t be as great, and I will get little to no growth on their strengths and they won’t feel as confident in their ability to do things on their own…slowing them down keeping them in that directive state, or needing my approval and support on everything, when really ideally, moving toward a more independent state where I’m truly there to help them when they really need me by removing obstacles, or giving a gentle nudge allowing them to make a decision and learn from that decision is the most productive overall. Make sense? Maybe she just doesn’t know where you are…and she’s trying to figure it out still…some reps aren’t so transparent, especially an experienced veteran. It’s easy to assume that they are in that hands off, tell me when you need me state….just tell her….I need you to tell me where I could have done something differently. Ask questions like “what would you have done ( insert situation) really it’s not your job to open the dialogue….but it may help you get what you need from her