Mark the Manager is a mid-sr level manager in his 40s. Truth is, Mark thought he’d be a Director or VP by now, but he’s not. On the other hand, Mark is very good at what he does and he has a family of three to support. Mark is college educated and when he first became a manager, he cared more about being liked than anything else. Because of this, his potential was quickly sized up by those in the exec suite and they wrote him off. However, Mark has grown in the years since and his leadership style is far more nuanced now. Most days he thinks he’s pretty good at what he does.
What type of manager is Mark?
Mark is typically located in the suburbs because that’s where the good schools are and he has no desire to live in the city proper. Like almost 143 million Americans ages 16 and older, Mark commutes to work each day. He prefers to talk on the phone but when he calls you, not the other way around. However, if he’s got extra time on a Friday after 2pm, he’ll probably answer when you dial. He definitely appreciates when people remember his name or send him a personal note.
What are his goals?
Mark wants to be better at hiring. While he’s great at managing those in his group that worked out (hiring wise) he’s often lets bad apples spoil the bunch. His workers would say that he allows insubordination and keeps low performers around for way too long. Mark often finds himself apologizing for his team when they fail to hit targets because they are not equipped with the right team members. Mark finds firing painful and would like to avoid it at all costs. Which he does.
What are his challenges?
He doesn’t understand why he keeps picking the wrong people, but he knows what the right ones look like on his team. His challenge is trying to duplicate an employee’s behavior when he’s only known a candidate for a day or two. Mark is often overwhelmed with work in between staff openings and selects the first suitable candidate he sees. If you asked him, he would have Strengthfinders on his bookshelf but he has probably never read it. He has budget to select tools but not a ton of confidence in being able to use them without a long training period. Mark gets frustrated because he gets a lot of feedback from both those under him and those over him about what he’s doing wrong, but very little support in changing things at his work. Mark can use team building software to hire and will help him make the most of his department. It will make him a better manager.
What can Vitru do for Mark?
Vitru can help Mark better understand himself and what his specific work traits are and help to identify which employees will be a better fit for his team and which “bad apples” are really just disengaged and motivated. Because Vitru Compare is free, it will help Mark understand his bosses as well when compared to himself. When Mark is ready to use his insights for hiring, Vitru Relate offers him a chance to see how members of his team work best together and where there might be clashes. This insight will allow him to better select tools and platforms that can help the team produce their best work and increase management skills at the same time.