Page 11 - Nutranix Training April 2025

P. 11

CHAPTER 2

Leaders ADMINUNIVERSE™

Here are some common responses to the previous exercises given by employees across the country
working in various industries for various sized businesses. See if any of your responses are similar.

Leaders can appear to be dragons when they:
• don’t communicate clearly
• appear to show bias
• give poor direction
• don’t provide necessary information
• show favoritism
• don’t follow through on what they say
• set unrealistic expectations
• procrastinate
• don’t resolve conﬂicts
• are inﬂexible

There really are some dragon leaders, but most of the time, leaders are not dragons. They can
appear to be that way to employees. People in management positions usually have good reasons for
taking certain actions and for making the decisions they make. Put yourself “in their shoes” before
you label them as a dragon!

Here are some questions to consider when you feel your leaders are portraying dragon-like
behaviors.

What school did this leader go to?

Consider There are many management styles. Some leaders believe the best way to get
people to do what they want is through intimidation and fear. Other leaders believe
in empowering employees and motivating them through positive feedback. Which
school of thought do your leaders follow?

Consider Who were their teachers? The people your leaders worked for during their careers
had an impact on them, positive or negative. Look at each leader as an individual.
Consider such things as their background, who they worked for, and what kind of
training they received, if any.

Consider They are individuals with unique backgrounds and experiences. Each was raised
in a diﬀerent environment with various circumstances. What we experience as we
grow up and live in a household with parents or family inﬂuences who we are as
we become adults, unless we actively choose to change our beliefs.

What is your leader’s communication style preference?

Employees who think their leaders don’t communicate clearly or provide enough information may not
be taking a close look at their leader’s communications style. We all have our own way of taking in
information and sending it out.

Get to know your leader’s style of communication. Does she like information short and to the point?
Does he need facts and detail? Once you identify your leader’s style, you can communicate in the way
that will be most eﬀective. Your leader will be more open to input if it’s presented in a format she likes.

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