Whether you have a Boss from Hell or a Boss made in Heaven, we don’t get to choose our boss. They choose us.  The selection process is determined by the type of Boss you find,  and the type of employee the Boss wants. Which ultimately points out whether he/she wants a pushover, strong and independent, easy to reprimand, or a diy employee.

As a female boss, many of my female employees were under the impression that I would be the dragon lady. To one or two I probably was. Apart from the generalised stamp, my staff members came to realise that I run my division like a woman. That is: Like a woman boss not trying to be a man or fit into a man’s persona. Boss From Hell of Made In Heaven

There are a number of managers you will come across in your career, and I’ve had my fair share. See if you can identify your Boss.

  1. Dump-and-leave-Manager
    • They show up only when a situation arises, make hasty decisions and suggest whirlwind solutions, ruffle everyone’s feathers and then disappear as quickly as they show up!
  2. Absentee Manager
    • They are the exact opposite of micromanaging bosses who constantly breathe down your neck; all the freedom’s good but sometimes, stability, which results from supervision, goes for a toss!
  3. The Credit Snatcher
    • You do all the hard work, sweat over your assignment like a pig but Boss-man swoops in just in time to take all the credit!
  4. The Show-Off Manager
    • It’s good if the boss likes to show off his team to other departments as examples of good hiring decisions. What if he/she insists on showing off his bossiness to others by throwing his weight upon the team??
  5. The Please All Manager
    • Upside: diplomatic; Downside: lacks a backbone!
  6. The Pitch-Fork Manager
    • The Devil incarnate, constantly on your case!
  7. The Please All Problem Solver
    • They are the person to go to for issues ranging from compensation grievances to technical glitches as he/she is sure to offer you a practical solution. Perhaps he/she is that good at everything or, maybe, he/she is on excellent terms with all relevant verticals so that he/she can put a word in for you if the need arises!
  8. The Situational Innovator
    • The lopsided genius!
  9. The Passive Manager
    • He/She runs the show from backstage!
  10. The Proactive Manager
    • He/She needs to be involved in and updated about each and every task assigned to the team. In fact, this boss likes nothing more than rolling up his sleeves and working things out in the field with his team in tow!

No doubt you will find your manager in one or more of these management styles.

Do you remember your first boss? Was he/she an Executive Bitch or a Slay Queen?


Is your boss from hell or made in heaven -

If you are a manager, or have just been appointed as one, identifying what type of management style fits your job and employees is very important.  So before you head on into the office, how about assessing the type of environment and people you find yourself working with.


  • This leader is in complete control over everyone else, leaving little room for flexibility or input from others.
  • Benefits to this style: Decisions are made rather quickly, and deadlines are more likely to be met. Resources and instructions are very clear and there is little to no confusion in following orders. This doesn’t mean that ongoing training and education isn’t provided for workers, however, and it also doesn’t mean they don’t have opportunities to grow.
  • Unless there is a special circumstance, any instructions given by autocratic leaders should be followed to the letter. In many cases, this truly could mean the difference between life or death. For instance, when a Head Surgeon is giving directions to a surgical student there is absolutely no room for error or veering outside of the strict structure of the requirements. Employees who seek creative positions are far less likely to respond to autocratic leadership.

Who uses the autocratic management style?

  • High ranking military officers
  • Police officers or first responders
  • Medical professionals overseeing students or nurses
  • Leaders in manufacturing and heavy industry


  • For a business to be truly productive, there must be a certain amount of trust in a fellow co-worker. In opposition to autocratic managers, affiliative managers are more relationship-focused. They are best at resolving issues or conflicts between team members and keeping up employee morale.
  • Affiliative managers are also good at recognising the skillsets of each individual. So if a project goes off the rails, this type of manager can identify what tasks a person is best at and assign new roles or responsibilities as needed.
  • Extroverts particularly thrive in building relationships in the office. They know how to guide others through stressful situations to preserve a harmonious and happy work environment.

Who uses the affiliative management style?

  • Human resources managers
  • Therapists, counselors, and psychiatrists
  • Mediators


  • Coaches aren’t just for athletics. Professionals know how to use coaching techniques in the workplace to bring out an employee’s natural strengths.
  • This style relies much on encouragement, but also plenty of feedback as well. Sometimes an individual needs to know where they can improve performance, and a coach can skillfully explain where a person went wrong and how they can make it right in the future.
  • For this management style to truly work, employees must be willing to learn, change, and try new things. Otherwise, coaches will face pushback or even defiance.

Who uses the coaching management style?

  • Any management position that requires training employees
  • A “life coach” or personal development coach
  • An athletic coach or personal trainer


  • This style of management involves everyone. Democratic Leaders allow each team members’ voice to be heard at work.
  • This style allows for the highest level of feedback from workers. There are many ways to do this, including brainstorming sessions on how best to complete a task. When used occasionally, it is very effective. However, when used too frequently, a lot of time is wasted in the discussion process instead of actually accomplishing anything.
  • The concept of teamwork is key here. Ultimately, however, it is the manager who has a final say in all decisions, usually lending itself to the majority. Democratic leaders often find that this allows for more loyalty from the group.

Who uses the democratic or participative management style?

  • Office supervisors or coordinators
  • Branch leader or team leader
  • Operations manager


  • Pacesetting follows the concept of “leading by example.” In this setting, managers set a high standard for employees by working hard and meeting the needed deadlines themselves.
  • If not done correctly, pacesetting can lead to a poor work ethic or a decline in company culture. This is because employees must work at a certain “pace.” Instead, these managers should set clear, but achievable short term and long-term goals.
  • More than that, it is vital to prevent the “burnout” and high turnover rates that sometimes occur when this is put into practice. Healthy work schedules and balance gives the best results for pacesetting.

Who uses the pacesetting management style?

  • Managers who oversee sales positions
  • Team leaders in retail and food service
  • Directors in hospitality


  • Do you like to inspire others? You might be a visionary. Visionary leaders motivate their teams to perform well. They accomplish this through the concept of making work meaningful for their employees. Because everyone is working towards a shared vision for the company as a whole, this empowers everyone involved.
  • Those who use this style should use caution and pair a visionary style with real, tangible goals and timelines. This keeps employees grounded and rooted in the company’s expectations as well as goals for success for the future.

Who uses the visionary management style?

  • CEOs and other C-level executives
  • Learning and development managers
  • Public speakers or presenters


  • If there was a style that was a perfect opposite of autocracy, it’s Laissez-faire or “hands-off” management. In this case, the leader is more like a mentor than a true manager.
  • Laissez-faire is all about delegation and allowing your team members to step up and make decisions for themselves. While there is little guidance, Laissez-faire managers must also provide the needed tools for success.
  • While this is the most “relaxed” form of management and is popular among workers, researchers say that this is also one of the least productive methods of leadership.

Who uses the Laissez-faire management style?

  • Startup companies
  • Creative firms, such as advertising agencies
  • Leaders in art, photography, and graphic design

I hope the above helps you identiy the management style of your Boss, or gives you insight into the type of manager you could become.

Is your boss from hell or made in heaven -

 A good boss makes his employees realise they have more ability than they think they have so that they consistently do better work than they thought they could. Charles Erwin Wilson

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