How often have we heard that management quality is linked to age? Of course, life experience, whether personal or professional, influences how a team is managed. However, there are other factors that are often more decisive.
Numerous examples show that there are good, very good and very bad managers, regardless of their age.
The real challenge lies in the ability to build a network or organisation capable of selecting and guiding future managers with courage, so that they can flourish without getting lost in the traps of power or unsuitable roles. In these situations, urgent action is crucial.
Not choosing the most ‘obvious’ candidate is particularly interesting, but it requires excellent knowledge of the environment and people, and above all, a certain amount of courage.
Age does not guarantee enlightened management. At best, it can help avoid certain pitfalls thanks to lessons learned from past experiences.
After more than 40 years in the business, I have encountered all types of managers, from the most absent to the most intrusive, from the most brilliant to the most incompetent, from the most generous to the most despicable. Some have been true mentors, while others should never have been in a management position. However, age has rarely been a determining factor, and most managers have been excellent.
Here are some essential rules to consider:
• Deeply love your role as a guide and supporter.
• Share knowledge and information to foster team development.
• Defend your teams with solid arguments, even in difficult situations.
• Maintain impeccable professional ethics and integrity.
• Promote everyone’s skills to management.
• Listen to your teams, even in difficult times.
• Ensure consistency and coherence in strategies and decisions.
• Be firm on certain principles while explaining the reasons objectively.
• Have great empathy without becoming a friend.
• Know when to step back when necessary.
There are many other qualities, but age is certainly not a determining factor in these areas.
In most cases, a manager’s ‘calling card’, including their character, education, family background and professional experience, plays a much more important role in their management style. All this forms a kind of imprint that CVs can only partially reveal.
With a little experience, you can quickly identify ‘good’ and ‘bad’ managers after just a few minutes of observation. It’s fascinating!
Enjoy reading and see you soon.