What Makes a Good Manager and Memorable Leader

Have you ever heard someone say “I love my boss!” and wondered how this could be? Believe it or not, there are some fantastic managers out there, but sometimes situations, environments, and organizational politics keep them from achieving their full potential. 

One clarifying point before we get started. Although many people use the terms “boss” and “manager” interchangeably, one can argue that there is an inherent difference between the two terms, based on their management styles. 

I love this image because of the dramatic and archaic portrayal of what these two management styles can look like, yet both

are still alive and well in organizations around the globe.

In the top image, notice how the manager acts in more of a boss/dictator capacity, while the bottom image depicts managerial style of being a leader of/in the pack and team player.

While being a “boss” is appropriate in some situations, managing as a leader will encourage loyalty and camaraderie which in turn increases efficiency.

*Image source unknown

So let’s get into it. What does it take to be a good manager? A good manager should be a leader. They should set a positive example and help guide and develop their direct reports’ growth and career trajectory. If you’re lucky, you may come across an exceptional manager who will do this, regardless of whether that growth keeps them at the said company or opens them to opportunities that lead them outside of the company… but I digress. 

In addition to developing others, a good manager should have a growth mindset that includes a vision for the company, as well as the roles that each individual who reports to them plays. Managers become memorable when they operate as positive role models and inspirational leaders, have a keen sense of self-awareness, the ability to admit when they’ve made mistakes, and take the action needed to correct those mistakes, when they happen. 

Managers who become memorable leaders give credit where credit is due because they are not operating out of a place of scarcity. They don’t need to keep others small because of their own (conscious or subconscious) fears and limiting beliefs. In fact, these true leaders have the ability to see the potential and talent in others, allowing them to take the spotlight, and may even shy away from broadcasting their own contributions and achievements. 

So how do you become not only a good manager but a memorable one? Truthfully, you have to want it. You have to make a decision and commit to the fact that you are not only responsible for your workload, but also for the professional development and promotion of your direct reports’ careers. This is especially prevalent when you are managing employees who are newer to their particular roles and the greater workforce (i.e.: recent grads), but still applicable to all direct-reports, at any stage of their career.

Managing both teams and individuals is not a one-size-fits-all process, so it’s important to be flexible in your learning and listening styles because not everyone processes feedback and direction the same. To be a memorable manager, you have to have patience, a desire to learn, empathy and compassion. The desire for understanding and to make a difference, coupled with a strong “why” will also help you go a long way.