What would the perfect robot manager be like? Looks aside, it would arguably be objective, transparent, unselfish, and apolitical. Because of this, it would assign the right task to every person and reward unselfish team behaviors, creating a culture of trust and keeping morale high. It would monitor individual and team performance with the precision of the best quantified-self app, and provide real-time feedback to boost everybody’s productivity. Undoubtedly, it would operate according to data rather than intuition and make only evidence-based recommendations. In short, the perfect robot manager would be utterly predictable – and completely boring.
And yet dullness is not how most organizations choose managers today. Instead, they look for flash and vision, and bold displays of confidence – whether or not that translates into actual competence. Indeed, despite the vast body of knowledge – including independent scientific evidence – on what makes a good manager, too many people get promoted to management positions based on past technical expertise or their previous individual job performance, so they end up, in effect, transitioning from skilled labor to unskilled management. Read the article >>
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