Remember Miranda Priestly, the cantankerous and demanding character played by Meryl Streep in the movie The Devil Wears Prada? Did you hate her? Most people did. Would you consider her a good boss?
Before you give her a categorical “no,” let’s see if her role had any redeeming attributes:
She had a high standard of excellence and performance – that seems fair. Great companies aren’t built by those who settle in any area. They demand greatness and insist on a high standard. They realize that organizations that allow “good enough” will not survive. Be amazing or get lost. I can think of a couple of companies that should say this to their employees.
She is demanding. You know, so are customers. They force us to bring our A-game. When the expectations are raised, we generally rise – or find that we don’t have it in us and we leave. Demanding bosses help us learn how to show up successfully in all we do. This also weeds out those who don’t want greatness – the ones that just want to do enough to get by.
She is direct. We all need feedback. How else do we know if what we are doing is hitting the mark? Direct and constant feedback prepares us in several ways. First we always know what is true – it is timely and accurate. Second, we don’t have to search between the words for the true meaning. Who has time to see what was inferred? Successful people speak to be understood and to move information accurately and efficiently.
She is human. Though we don’t see much of it, there are traces of humanity in her role – she pushes because she cares. Great managers care deeply about their people – which is sometimes why they seem to be tough on them. A great manager forces us to see how capable we are, learn how to grow and own our performance. They teach us accountability, responsibility and focus. Sometimes, we don’t get these lessons anywhere else.
Though the character of Miranda Priestly was strong, she had powerful and successful management abilities.
There are great managers around us. Who do you know that has helped you excel by knowing how to push your limits? Who can you help push their limits so they learn how to show up and stand out in all that they do?
Push the limits – it helps both the organization and the people in it improve. Done well, it is what activates the performance power of your people and inspires their loyalty. Done poorly and it can send your best people running. Know the difference.
