Management by Cult of Personality


Management by Cult of Personality


People want and need to believe.   They need to believe in something, or someone in order to feel fulfilled and actualized as human beings.   The antithesis is the assembly line worker making a dull product under a bad manager; he doesn’t believe in the company mission, he doesn’t believe in the product he’s making, he doesn’t believe in his supervisor, and ultimately he won’t believe in himself.  His level of motivation to perform on the job will suffer consequently.    Most of us don’t work for companies, or agencies whose goal is to “save the world.”   Companies try their best to inculcate a sense of “mission” in their employees, but for most, this mission can only go so far.    Like the army grunt in the foxhole, employees most often look to their direct supervisor (their noncommissioned officer,) for motivation and sense of mission.  Unfortunately too many times their supervisor is found wanting, providing leadership as bland as the product that the worker is making, selling, or servicing.  Let’s face it; even the most ultimate Nike shoe is still a piece of leather and rubber covering a stinky foot.  It’s hard to get excited about any company that is based on profit.    That’s why a successful manager needs to market herself 24/7 to the people she manages.    She needs to be seen as looking out for the employees, to be fair and impartial in all her dealings, morally above reproach, be seen as a hard worker, be appropriately sarcastic and supportive of upper management as the need requires, and above all she must be sincere.   This requires a commitment of leadership, and an ongoing focus to be the motivator for her employees.   If done correctly she will hear, “My boss is working late so I will too,” or “I have to get this done so I don’t let down the boss,” or “I screwed up and it was my fault, I let my team down.”     A successful leader builds a cult of personality based on the foundation of his sincerity and commitment.    From this foundation, he needs to work diligently to appear to be a person worthy to be followed, to be worthy of the belief of his employees.   History abounds with great military leaders and officers whose men would literally die for them.  Fortunately our bar is lower, we don’t need people to die for us, just give an honest day’s effort.   By giving a person grasping at straws for something  to believe in, a conscientious manager can provide just that, and in so doing not only help their own success but make their employee’s lives and day at work that much more fulfilling and worthwhile.    Being a good manager isn’t a sprint, it’s a marathon; it’s not winning a single battle, it’s winning an entire long protracted war.  


Posted on July 17, 2014, in Management & Business, Uncategorized and tagged , , , . Bookmark the permalink. Leave a comment.

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