“Good Dog” Management

Back when I worked in internal communications at the local utility company, I edited a monthly newsletter for managers and supervisors. One of the themes that we promoted was the art of leadership, which I define as “accomplishing objectives through the willing participation of others.” In my view, this is one of the highest art forms to which a person can aspire. It involves setting values, providing sound judgment when necessary, and motivating people. It’s a tricky task for anyone.

And there are a lot of natural human impulses that can poison the atmosphere and make leadership along these lines almost impossible.

For example, it is a natural human impulse not to give up an advantage. If you are working in a position of authority over someone, it can be a natural tendency not to praise their work. Why not? Because then you give up some element of imagined control. If you praise them, then it becomes harder down the line to point out their errors and faults. You have given up some of your authority—you think. And you imagine that if you later need to correct that person, they will in turn say, “But you told me I was doing a good job! Now you’re criticizing me. That’s not fair! That’s not right! Make up your mind!” Hearing this subsequent conversation in your head, you may decide it’s just not worth the hassle to tell people they are doing well—even if they are.

It gets worse. Some people in positions of authority think they can gain advantage by putting their subordinates in what I call the “bad dog” condition. Rather than refraining from pointing out the subordinate’s good actions and positive results, these leaders and managers take every opportunity to find and criticize errors and faults. They think that by keeping their employees in the doghouse and fearing for their jobs, they have increased their own control. And maybe that works with actual dogs, who will tolerate amazing amounts of abuse from someone who puts down their daily food bowl.

With actual people, however, who are capable of thinking and reflection, being put in the “bad dog” position creates resentment. Hostile employees might, given the opportunity, participate in what used to be called a “white mutiny.” That is, they will take advantage of a developing situation to engineer a bad outcome for which they will bear no direct responsibility. They won’t disobey orders or throw their shoes into the gears to sabotage the operation. Instead, they will simply look the other way, play stupid, follow ill-considered orders to the letter, and shrug their shoulders. Oh, well.

And it gets worse. People who are continually criticized, harassed, and micro-managed to their spiritual detriment will eventually give up. It’s not that they hate the organization or wish it ill, they just don’t know what to do, because anything they do turns out to be wrong. Inappropriate criticism saps a person’s motivation. It makes them ineffective. They will do the bare minimum to keep the organization from falling apart, but not much more.

The issue of micro-management is separate but related. The boss—I won’t say “leader” here, because such a person isn’t one—thinks he or she has all the answers. The boss wants to see that only the things he or she can imagine or envision get done, and only in the way, by the methods, and in the timeline that he or she can see. They don’t want the “willing participation of others” so much as the activation of “meat robots.” Micro-management is one step removed from pushing the employee or subordinate aside and saying, “Here, it’s just easier if I do it myself.” The micro-managing boss wants employees to do it exactly like that, except using their own minds and hands under a kind of frenetic, telepathic control.

So, what is the alternative? The true leader sets organizational values and goals, provides fair and rational judgment when a novel question or situation arises, and otherwise motivates people to think, reflect, envision, and act on their own for the good of the organization. This requires a major element of trust in his or her employees or subordinates. The leader must put them in the “good dog” position—always being respectful of the fact that they are not actually dogs or animals. The leader must then have the security in his or her position to step in and tell an individual or group when something has gone wrong or an objective has not been achieved, and then to suggest a better way of doing things. But all the while, the leader has given up nothing by letting people know when things are going well and that they are doing the right things.

Leadership is tricky. The leader is constantly balancing needs and objectives with the sense of what his or her employees and subordinates are perceiving and thinking and how they are likely to react. That’s a tough job. But it’s one of the best jobs and the highest interpersonal endeavor. It’s a true art form.