Two people in the same company can have completely different experiences, often depending on one crucial factor — their manager.
When considering a job, many aspects come into play, but your potential manager rarely makes it to the top of the list. Yet, those who have the privilege of working with a stellar manager, enjoy an unfair advantage in their careers.
It’s not always about having a bad manager; sometimes, it’s just a mismatch.
You have the power to evaluate the type of manager you want by your side. Know how to use it and use it often.
The 4 types of managers
From my experience, managers can generally be categorized into four distinct styles. While many combine different approaches, each one tends to highlight one primary style.
A good manager means different things to different people. This isn’t a guide to good versus bad managers; it’s about discovering the style that best aligns with your needs right now.
🛠️ Process Managers
Process managers focus on building efficient workflows and protocols that keep projects running smoothly. They thrive on bringing order to the sometimes chaotic world of design, ensuring that things run on track within and between teams.
Key strengths:
They champion the use of specific frameworks to streamline processes.They regularly check in on timelines and deadlines to ensure projects stay on track.They conduct retrospectives to evaluate processes and identify areas for improvement.They create detailed documentation that serves as a guiding resource for the team.
Potential challenges:
They might struggle to adapt to new methods or technologiesThey might stifle creativity and innovation with an overemphasis on processes.They might overlook individual strengths and needs due to a defined way of working.They might slow down decision-making due to excessive reliance on processes.
🤝 People Managers
People managers thrive on building strong interpersonal connections within their design teams. They understand that successful design relies on teamwork and they actively create a culture where every voice is heard. By prioritizing emotional intelligence, they develop a deep sense of trust allowing their team members to be themselves and contribute fully.
Key strengths:
They prioritize team members’ well-being and career aspirations.They regularly recognize and celebrate team achievements, boosting morale.They encourage open discussions, points of view, and healthy debates.They act as protectors, shielding their team and its work.
Potential risks:
They might shy away from tough conversations, avoiding conflict.They might slow down decision-making by seeking consensus too often.They might experience emotional burnout from constantly prioritizing relationships.They risk diluting authority with an overly nurturing approach.
✏️ Hands-on Managers
Hands-on managers immerse themselves in the design process, providing real-time guidance, feedback, and mentorship. By working closely with their teams, they inspire confidence and help team members develop their skills.
Key strengths:
They actively participate in brainstorming sessions and design critiques.They provide detailed, actionable feedback that enhances design quality.They stay informed on all projects, ensuring relevant context and support.They share their own experiences and insights, encouraging team growth and development.
Potential risks:
They might micromanage, unintentionally undermining ownership through their involvement.They might struggle to delegate, taking on too much responsibility themselves.They might limit team members’ growth and creativity with excessive guidance.They might become a bottleneck if their involvement slows down the process.
🎯 Strategic Manager
Strategic managers are visionaries who align design work with the broader goals of the organization. They inspire their teams to think creatively and explore new ideas, connecting design efforts to the company’s mission. They help team members understand the impact of their work and motivate them to contribute meaningfully.
Key strengths:
They articulate a clear vision, helping the team see how their work fits into the company’s goals.They unify different departments to work towards a common objective.They regularly share insights from industry trends, sparking inspiration and forward-thinking.They encourage a broader perspective, helping team members step back and see the big picture.
Possible challenges:
They may find it difficult to balance long-term strategic vision with immediate day-to-day needs.They might lack context about individual team members’ tasks, making it hard to offer relevant support.They might struggle with executing the larger vision into actionable steps.Their feedback might lack tangibility, making it challenging for the team to implement it effectively.
Key questions to evaluate your manager
The next time you’re interviewing, take the opportunity to learn about your potential manager. Consider asking these open-ended questions:
What does a successful design team look like to you?How do you approach feedback and performance evaluations?How do you navigate conflicts or challenges within the team?How would your team describe working with you?Who was the last person you promoted, and why?
By asking these questions, you can gain insight into your potential manager’s style and find a fit that empowers you to thrive in your design career. Remember, it’s not just about having someone to report to; it’s about collaborating with someone who can help you reach your full potential.
Don’t settle for less — seek a leader who inspires and challenges you to excel.
Am I working with the right manager? was originally published in UX Planet on Medium, where people are continuing the conversation by highlighting and responding to this story.
