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How to Spot a Great Manager - IEEE-USA InSight
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</div> </nav> </div> </header> <link rel='stylesheet' id='tie-css-styles-css' href="/wp-content/themes/jannah/assets/css/style.min.css" type='text/css' media='all'/> <script>console.log('Style tie-css-styles')</script> <link rel='stylesheet' id='tie-css-single-css' href="/wp-content/themes/jannah/assets/css/single.min.css" type='text/css' media='all'/> <script>console.log('Style tie-css-single')</script> <link rel='stylesheet' id='tie-css-shortcodes-css' href="/wp-content/themes/jannah/assets/css/plugins/shortcodes.min.css" type='text/css' media='all'/> <script>console.log('Style tie-css-shortcodes')</script> <div class="container fullwidth-entry-title-wrapper"> <div class="container-wrapper fullwidth-entry-title"> <header class="entry-header-outer"> <nav id="breadcrumb"><a href="/"><span class="tie-icon-home" aria-hidden="true"></span> Home</a><em class="delimiter">/</em><a href="../category/careers/">Careers</a><em class="delimiter">/</em><a href="../category/careers/career-skills/">Career Skills</a><em class="delimiter">/</em><span class="current">How to Spot a Great Manager</span></nav><script type="application/ld+json">{"@context":"http:\/\/schema.org","@type":"BreadcrumbList","@id":"#Breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"item":{"name":"Home","@id":"https:\/\/insight.ieeeusa.org\/"}},{"@type":"ListItem","position":2,"item":{"name":"Careers","@id":"https:\/\/insight.ieeeusa.org\/articles\/category\/careers\/"}},{"@type":"ListItem","position":3,"item":{"name":"Career Skills","@id":"https:\/\/insight.ieeeusa.org\/articles\/category\/careers\/career-skills\/"}}]}</script> <div class="entry-header"> <span class="post-cat-wrap"><a class="post-cat tie-cat-5" href="../category/careers/career-skills/">Career Skills</a><a class="post-cat tie-cat-1" href="../category/careers/">Careers</a></span> <h1 class="post-title entry-title"> How to Spot a Great Manager </h1> <h2 class="entry-sub-title">By Hoai Huong Tran</h2> <div class="single-post-meta post-meta clearfix"><span class="date meta-item tie-icon">19 November 2024</span><div class="tie-alignright"><span class="meta-comment tie-icon meta-item fa-before">0</span><span class="meta-views meta-item very-hot"><span class="tie-icon-fire" aria-hidden="true"></span> 161 </span><span class="meta-reading-time meta-item"><span class="tie-icon-bookmark" aria-hidden="true"></span> 3 minutes read</span> </div></div> </div> </header> </div> </div> <div id="content" class="site-content container"><div id="main-content-row" class="tie-row main-content-row"> <div class="main-content tie-col-md-8 tie-col-xs-12" role="main"> <article id="the-post" class="container-wrapper post-content tie-standard"> <div class="featured-area"><div class="featured-area-inner"><figure class="single-featured-image"><img width="780" height="470" 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class="screen-reader-text">LinkedIn</span> </a> <a href="fb-messenger://share/?app_id=5303202981&display=popup&link=https://insight.ieeeusa.org/articles/how-to-spot-a-great-manager/&redirect_uri=https://insight.ieeeusa.org/articles/how-to-spot-a-great-manager/" rel="external noopener nofollow" title="Messenger" target="_blank" class="messenger-mob-share-btn messenger-share-btn " data-raw="fb-messenger://share?app_id=5303202981&display=popup&link={post_link}&redirect_uri={post_link}"> <span class="share-btn-icon tie-icon-messenger"></span> <span class="screen-reader-text">Messenger</span> </a> <a href="//www.facebook.com/dialog/send?app_id=5303202981&display=popup&link=https://insight.ieeeusa.org/articles/how-to-spot-a-great-manager/&redirect_uri=https://insight.ieeeusa.org/articles/how-to-spot-a-great-manager/" rel="external noopener nofollow" title="Messenger" target="_blank" class="messenger-desktop-share-btn messenger-share-btn " data-raw="https://www.facebook.com/dialog/send?app_id=5303202981&display=popup&link={post_link}&redirect_uri={post_link}"> <span class="share-btn-icon tie-icon-messenger"></span> <span class="screen-reader-text">Messenger</span> </a> <a href="mailto:?subject=How%20to%20Spot%20a%20Great%20Manager&body=https://insight.ieeeusa.org/articles/how-to-spot-a-great-manager/" rel="external noopener nofollow" title="Share via Email" target="_blank" class="email-share-btn " data-raw="mailto:?subject={post_title}&body={post_link}"> <span class="share-btn-icon tie-icon-envelope"></span> <span class="screen-reader-text">Share via Email</span> </a> <a href="#" rel="external noopener nofollow" title="Print" target="_blank" class="print-share-btn " data-raw="#"> <span class="share-btn-icon tie-icon-print"></span> <span class="screen-reader-text">Print</span> </a> </div> </div> <div class="entry-content entry clearfix"> <p>From the moment I connected with Jeff<a href="#_ftn1" name="_ftnref1"><sup>[1]</sup></a>, I knew I wanted to work with him. Call it intuition, but certain qualities stood out immediately. Jeff exuded intelligence, passion and kindness. Even in his role as the hiring manager — with the authority to decide my fate in the hiring process — he took a genuine interest in me as a person. Beyond evaluating whether I could do the job, he sought to understand how I would fit into his team and how the role aligned with my career aspirations and life goals.</p> <p>Although I had a strong background in market research, UX research and product management, digital agriculture was new territory for me. In our first conversation, Jeff skillfully connected my experience with the unique demands of the field. He explained how my skills could translate effectively, underscoring his forward-thinking approach. While many hiring managers chase the elusive “purple squirrel with a green mane and pink tail,” Jeff understood the value of hiring a “brown squirrel” with transferable skills and growth potential. He had confidence in my ability to learn the industry quickly, and unbeknownst to me, had already arranged for me to shadow a senior team member.</p> <p>In the Science Product Manager role, I would work with data scientists to develop machine-learning models and implement science-driven solutions. I’d collaborate with cross-functional teams across UX Design, Commercial, Engineering, and regional groups to bring these solutions to market. Jeff recognized that my communication and relationship-building skills — honed during my time as a professor and at Microsoft — would be invaluable in this role. He also saw that my curiosity and passion for solving audience-specific challenges would help me quickly adapt and thrive.</p> <h2>What Makes Jeff a Great Manager</h2> <p>Jeff embodies a rare combination of intelligence, passion and genuine interest in understanding people beyond their resumes. His ability to envision how my skills could translate into a new domain reflected the adaptability and curiosity I value in my own career. His commitment to mentorship — evidenced by arranging for me to shadow a senior colleague — further underscored his dedication to setting me up for success. Jeff’s recognition of my potential, even without direct industry experience, allowed me to shine in my role.</p> <p>Jeff’s humility is another hallmark of his leadership. He often downplays his role in building a high-performing team, saying, “I wasn’t that great — I was lucky to be surrounded by passionate people who together formed a balanced, high-character team.” This mindset created an environment where team members felt valued and appreciated.</p> <h2>Jeff’s Key Managerial Traits</h2> <p>Jeff exemplified several traits that made working with him a fulfilling and productive experience:</p> <ul> <li><strong>Genuine Interest</strong>: He took the time to understand my motivations, aspirations and values, ensuring they aligned with the role.</li> <li><strong>Empathy and Approachability</strong>: Jeff genuinely cared about my fit within the team and my growth potential, making me feel valued and supported.</li> <li><strong>Clear Communication of Expectations</strong>: He was transparent about how my skills could contribute to the team’s success, providing clarity and direction from the outset.</li> <li><strong>Confidence in My Abilities</strong>: Jeff trusted my capacity to grow into the role, demonstrating a strong belief in my potential.</li> <li><strong>Encouragement of Open Dialogue</strong>: He welcomed questions and valued input, fostering an environment of mutual respect and two-way communication.</li> <li><strong>Humility and Team Recognition</strong>: Jeff credited the team for successes, prioritizing collective achievements over personal accolades.</li> <li><strong>Focus on Growth and Development</strong>: He facilitated mentorship opportunities and ensured I had the necessary resources for a smooth onboarding process.</li> <li><strong>Flexibility</strong>: Jeff accommodated different time zones and empowered me to set my schedule, enabling me to work effectively and efficiently.</li> </ul> <h2>The Role of Organizational Fit</h2> <p>Jeff’s people-first managerial style might not resonate with everyone, particularly in environments prioritizing short-term profits over long-term growth. His success as a manager depended on an organizational culture that supported his relationship-oriented approach. This highlights the <a href="../the-cost-of-misalignment-how-shift-shock-impacts-employees-and-employers/">importance of aligning your personal values with your workplace culture</a>, as it can significantly impact your experience with a manager like Jeff.</p> <h2>Finding Your Ideal Manager</h2> <p>Identifying a great manager starts with understanding your preferred organizational style and what traits matter most to you. Jeff’s leadership aligned perfectly with my values and working style. His genuine interest in understanding me as a person, his commitment to mentorship, and his focus on growth and development resonated with me. For you, the ideal manager may have a different approach. Reflect on what qualities you need in a leader to thrive — and seek out someone who embodies those traits.</p> <p><a href="#_ftnref1" name="_ftn1">[1]</a> Jeff is a pseudonym created to protect the identity of the individual involved.</p> <div class="stream-item stream-item-below-post-content"><span class="stream-title">Advertisement</span><div class="stream-item-size"> <div id='div-gpt-ad-1653058996696-0' style='min-width: 728px; min-height: 90px; margin-bottom: 30px;'> <script> googletag.cmd.push(function() { googletag.display('div-gpt-ad-1653058996696-0'); }); </script> </div></div></div> </div> <div id="post-extra-info"> <div class="theiaStickySidebar"> <div class="single-post-meta post-meta clearfix"><span class="date meta-item tie-icon">19 November 2024</span><div class="tie-alignright"><span class="meta-comment tie-icon meta-item fa-before">0</span><span class="meta-views meta-item very-hot"><span class="tie-icon-fire" aria-hidden="true"></span> 161 </span><span class="meta-reading-time meta-item"><span class="tie-icon-bookmark" aria-hidden="true"></span> 3 minutes read</span> </div></div> <div id="share-buttons-top" class="share-buttons share-buttons-top"> <div class="share-links icons-only share-rounded"> <div class="share-title"> <span class="tie-icon-share" aria-hidden="true"></span> <span> Share</span> </div> <a href="//www.facebook.com/sharer.php?u=https://insight.ieeeusa.org/articles/how-to-spot-a-great-manager/" rel="external noopener nofollow" title="Facebook" target="_blank" class="facebook-share-btn " data-raw="https://www.facebook.com/sharer.php?u={post_link}"> <span class="share-btn-icon tie-icon-facebook"></span> <span class="screen-reader-text">Facebook</span> </a> <a href="//twitter.com/intent/tweet?text=How%20to%20Spot%20a%20Great%20Manager&url=https://insight.ieeeusa.org/articles/how-to-spot-a-great-manager/&via=ieeeusainsight" rel="external noopener nofollow" title="X" target="_blank" class="twitter-share-btn " data-raw="https://twitter.com/intent/tweet?text={post_title}&url={post_link}&via=ieeeusainsight"> <span class="share-btn-icon tie-icon-twitter"></span> <span class="screen-reader-text">X</span> </a> <a href="//www.linkedin.com/shareArticle?mini=true&url=https://insight.ieeeusa.org/articles/how-to-spot-a-great-manager/&title=How%20to%20Spot%20a%20Great%20Manager" rel="external noopener nofollow" title="LinkedIn" target="_blank" class="linkedin-share-btn " data-raw="https://www.linkedin.com/shareArticle?mini=true&url={post_full_link}&title={post_title}"> <span class="share-btn-icon tie-icon-linkedin"></span> <span class="screen-reader-text">LinkedIn</span> </a> <a href="fb-messenger://share/?app_id=5303202981&display=popup&link=https://insight.ieeeusa.org/articles/how-to-spot-a-great-manager/&redirect_uri=https://insight.ieeeusa.org/articles/how-to-spot-a-great-manager/" rel="external noopener nofollow" title="Messenger" target="_blank" class="messenger-mob-share-btn messenger-share-btn " data-raw="fb-messenger://share?app_id=5303202981&display=popup&link={post_link}&redirect_uri={post_link}"> <span class="share-btn-icon tie-icon-messenger"></span> <span class="screen-reader-text">Messenger</span> </a> <a href="//www.facebook.com/dialog/send?app_id=5303202981&display=popup&link=https://insight.ieeeusa.org/articles/how-to-spot-a-great-manager/&redirect_uri=https://insight.ieeeusa.org/articles/how-to-spot-a-great-manager/" rel="external noopener nofollow" title="Messenger" target="_blank" class="messenger-desktop-share-btn messenger-share-btn " data-raw="https://www.facebook.com/dialog/send?app_id=5303202981&display=popup&link={post_link}&redirect_uri={post_link}"> <span class="share-btn-icon tie-icon-messenger"></span> <span class="screen-reader-text">Messenger</span> </a> <a href="mailto:?subject=How%20to%20Spot%20a%20Great%20Manager&body=https://insight.ieeeusa.org/articles/how-to-spot-a-great-manager/" rel="external noopener nofollow" title="Share via Email" target="_blank" class="email-share-btn " data-raw="mailto:?subject={post_title}&body={post_link}"> <span class="share-btn-icon tie-icon-envelope"></span> <span class="screen-reader-text">Share via Email</span> </a> <a href="#" rel="external noopener nofollow" title="Print" target="_blank" class="print-share-btn " data-raw="#"> <span class="share-btn-icon tie-icon-print"></span> <span class="screen-reader-text">Print</span> </a> </div> </div> </div> </div> <div class="clearfix"></div> <script id="tie-schema-json" type="application/ld+json">{"@context":"http:\/\/schema.org","@type":"BlogPosting","dateCreated":"2024-11-19T14:09:11-05:00","datePublished":"2024-11-19T14:09:11-05:00","dateModified":"2024-11-19T14:09:48-05:00","headline":"How to Spot a Great Manager","name":"How to Spot a Great Manager","keywords":[],"url":"https:\/\/insight.ieeeusa.org\/articles\/how-to-spot-a-great-manager\/","description":"From the moment I connected with Jeff[1], I knew I wanted to work with him. Call it intuition, but certain qualities stood out immediately. Jeff exuded intelligence, passion and kindness. Even in his","copyrightYear":"2024","articleSection":"Career Skills,Careers","articleBody":"From the moment I connected with Jeff[1], I knew I wanted to work with him. Call it intuition, but certain qualities stood out immediately. Jeff exuded intelligence, passion and kindness. Even in his role as the hiring manager \u2014 with the authority to decide my fate in the hiring process \u2014 he took a genuine interest in me as a person. Beyond evaluating whether I could do the job, he sought to understand how I would fit into his team and how the role aligned with my career aspirations and life goals.\r\n\r\nAlthough I had a strong background in market research, UX research and product management, digital agriculture was new territory for me. In our first conversation, Jeff skillfully connected my experience with the unique demands of the field. He explained how my skills could translate effectively, underscoring his forward-thinking approach. While many hiring managers chase the elusive \u201cpurple squirrel with a green mane and pink tail,\u201d Jeff understood the value of hiring a \u201cbrown squirrel\u201d with transferable skills and growth potential. He had confidence in my ability to learn the industry quickly, and unbeknownst to me, had already arranged for me to shadow a senior team member.\r\n\r\nIn the Science Product Manager role, I would work with data scientists to develop machine-learning models and implement science-driven solutions. I\u2019d collaborate with cross-functional teams across UX Design, Commercial, Engineering, and regional groups to bring these solutions to market. Jeff recognized that my communication and relationship-building skills \u2014 honed during my time as a professor and at Microsoft \u2014 would be invaluable in this role. He also saw that my curiosity and passion for solving audience-specific challenges would help me quickly adapt and thrive.\r\nWhat Makes Jeff a Great Manager\r\nJeff embodies a rare combination of intelligence, passion and genuine interest in understanding people beyond their resumes. His ability to envision how my skills could translate into a new domain reflected the adaptability and curiosity I value in my own career. His commitment to mentorship \u2014 evidenced by arranging for me to shadow a senior colleague \u2014 further underscored his dedication to setting me up for success. Jeff\u2019s recognition of my potential, even without direct industry experience, allowed me to shine in my role.\r\n\r\nJeff\u2019s humility is another hallmark of his leadership. He often downplays his role in building a high-performing team, saying, \u201cI wasn\u2019t that great \u2014 I was lucky to be surrounded by passionate people who together formed a balanced, high-character team.\u201d This mindset created an environment where team members felt valued and appreciated.\r\nJeff\u2019s Key Managerial Traits\r\nJeff exemplified several traits that made working with him a fulfilling and productive experience:\r\n\r\n \tGenuine Interest: He took the time to understand my motivations, aspirations and values, ensuring they aligned with the role.\r\n \tEmpathy and Approachability: Jeff genuinely cared about my fit within the team and my growth potential, making me feel valued and supported.\r\n \tClear Communication of Expectations: He was transparent about how my skills could contribute to the team\u2019s success, providing clarity and direction from the outset.\r\n \tConfidence in My Abilities: Jeff trusted my capacity to grow into the role, demonstrating a strong belief in my potential.\r\n \tEncouragement of Open Dialogue: He welcomed questions and valued input, fostering an environment of mutual respect and two-way communication.\r\n \tHumility and Team Recognition: Jeff credited the team for successes, prioritizing collective achievements over personal accolades.\r\n \tFocus on Growth and Development: He facilitated mentorship opportunities and ensured I had the necessary resources for a smooth onboarding process.\r\n \tFlexibility: Jeff accommodated different time zones and empowered me to set my schedule, enabling me to work effectively and efficiently.\r\n\r\nThe Role of Organizational Fit\r\nJeff\u2019s people-first managerial style might not resonate with everyone, particularly in environments prioritizing short-term profits over long-term growth. His success as a manager depended on an organizational culture that supported his relationship-oriented approach. This highlights the importance of aligning your personal values with your workplace culture, as it can significantly impact your experience with a manager like Jeff.\r\nFinding Your Ideal Manager\r\nIdentifying a great manager starts with understanding your preferred organizational style and what traits matter most to you. Jeff\u2019s leadership aligned perfectly with my values and working style. His genuine interest in understanding me as a person, his commitment to mentorship, and his focus on growth and development resonated with me. For you, the ideal manager may have a different approach. Reflect on what qualities you need in a leader to thrive \u2014 and seek out someone who embodies those traits.\r\n\r\n[1] Jeff is a pseudonym created to protect the identity of the individual involved.","publisher":{"@id":"#Publisher","@type":"Organization","name":"IEEE-USA InSight","logo":{"@type":"ImageObject","url":"https:\/\/insight.ieeeusa.org\/wp-content\/uploads\/sites\/2\/2020\/06\/ieee-usa_insight-logo-x2.png"},"sameAs":["https:\/\/www.facebook.com\/ieeeusa","https:\/\/twitter.com\/IEEEUSA","https:\/\/www.linkedin.com\/groups\/55581\/","https:\/\/www.youtube.com\/user\/IEEEUSA","https:\/\/www.instagram.com\/ieeeusa\/","https:\/\/www.tiktok.com\/@ieeeusa"]},"sourceOrganization":{"@id":"#Publisher"},"copyrightHolder":{"@id":"#Publisher"},"mainEntityOfPage":{"@type":"WebPage","@id":"https:\/\/insight.ieeeusa.org\/articles\/how-to-spot-a-great-manager\/","breadcrumb":{"@id":"#Breadcrumb"}},"author":{"@type":"Person","name":"Hoai Huong Tran","url":"https:\/\/insight.ieeeusa.org\/articles\/author\/hoai\/"},"image":{"@type":"ImageObject","url":"https:\/\/insight.ieeeusa.org\/wp-content\/uploads\/sites\/2\/2024\/11\/How-to-Spot-a-Great-Manager.jpg","width":2219,"height":1351}}</script> <div id="share-buttons-bottom" class="share-buttons share-buttons-bottom"> <div class="share-links icons-only share-rounded"> <div class="share-title"> <span class="tie-icon-share" aria-hidden="true"></span> <span> Share</span> </div> <a href="//www.facebook.com/sharer.php?u=https://insight.ieeeusa.org/articles/how-to-spot-a-great-manager/" rel="external noopener nofollow" title="Facebook" target="_blank" class="facebook-share-btn " data-raw="https://www.facebook.com/sharer.php?u={post_link}"> <span class="share-btn-icon tie-icon-facebook"></span> <span class="screen-reader-text">Facebook</span> </a> <a 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