The Best Insights from Season Ten: Navigating Manager Expectations

A recap of Season 10, walking through the most shocking moments, common themes and contrasting perspectives shared by the season's manager guests.

Welcome to the recap of Season 10 of our podcast! In this season, I had the pleasure of interviewing leaders from a variety of industries—ranging from healthcare and nonprofit sectors to sales and education.

Here, I’ll walk you through the most shocking moments from the season, common themes and contrasting perspectives shared by the managers, and provide practical resume tips, insights on PIPs, and the top tips for employees to succeed in their careers.

Top 5 Shocking Moments from the Season

The Shifting Remote Work Dynamic

Mike Fariss shared an unexpected perspective on remote work. In an environment traditionally dominated by office work, Zep Sales and Service made remote work a permanent option without any pushback from leadership. This stance was especially shocking amidst the broader trend of companies pushing employees back into offices.

Adidas’ Leadership Evolution

Tomas Company shared his surprising transformation from a results-driven mindset to one focused on individual employee growth. His shift reflects a deep personal and professional development, one that emphasizes aligning company goals with employee aspirations.

The Brutality of Candid PIPs

Jon Harper (Sales) spoke candidly about how Performance Improvement Plans (PIPs) can sometimes feel like a final warning and can deeply impact the employee-manager relationship. His insistence on clarity and honesty in delivering feedback struck a chord.

The Uncertainty of Grant-Funded Nonprofit Roles

Marcie McDonald highlighted a startling reality for nonprofit employees: many roles in nonprofits are funded by grants, and employees often don’t realize that their positions may be temporary, dependent on the grant cycle.

Managers Don’t Always Know How to Lead

Renee Trotman shared a sobering truth: many managers are thrust into leadership roles without proper training or preparation. This lack of preparation often leads to challenges in leadership effectiveness.

Common Themes Across All Interviews

Throughout this season, several common themes emerged that all managers seemed to agree on:

Empathy and Relationship Building:

Leaders emphasized the importance of empathy in building strong relationships with their teams. Ronda Mullen (Epic) stressed the value of understanding each employee’s journey, while Jenny Darroch (Miami University) highlighted the balance between leadership and nurturing relationships​​.

Trust and Autonomy:

Several managers, such as Mike Fariss (Zep Sales and Service) and Adam Trusty (Healthcare), discussed how trust and autonomy are crucial for effective management. They prefer to give employees the freedom to perform their roles without micromanagement​​.

Adaptability to Change:

Managers like Mike Fariss and Tomas Company shared how their leadership styles evolved in response to remote work and organizational changes​​.

Clear Communication and Accountability:

Candor and clarity were frequently discussed as essential leadership qualities. John Harper and Renee Trotman both emphasized the importance of clear expectations and accountability​​.

Contrasting Perspectives

Though many themes were shared, there were also notable contrasts:

The Role of Relationships in Leadership:

While Renee Trotman focuses on balancing personal connections with accountability, Jenny Darroch (Miami University) emphasized the vision-setting aspect of leadership and the need to influence direction within larger systems​​.

Trust Approaches:

Mike Farris and Adam Trusty focus on the role of trust in allowing autonomy, while Tomas Company and Ronda Mullen believe that even when trust is challenged, transparency and clear communication are key​​​.

5 Management Styles and Their Pros and Cons

Empathetic Leadership (Tomas Company, Renee Trotman, Ronda Mullen)

Pros: Builds stronger relationships and employee loyalty.

Cons: Risk of being perceived as too soft, may blur boundaries in performance management.

Hands-Off Leadership (Mike Fariss, Adam Trusty)

Pros: Empowers employees and fosters independence.

Cons: Can lead to lack of guidance or performance issues if expectations aren’t clear.

Direct, Candid Leadership (Jon Harper, Tomas Company)

Pros: Clear expectations and quick feedback.

Cons: Risk of alienating employees, uncomfortable for some individuals.

Collaborative Leadership (Renee Trotman, Marcie McDonald, Jenny Darroch)

Pros: Encourages teamwork and creativity.

Cons: Slower decision-making, potential for conflict.

Performance-Oriented Leadership (Mike Fariss, Jon Harper)

Pros: Clear goals and measurable success.

Cons: Risk of burnout, neglect of personal development.

Resume and Interview Tips: A Contrast in Approach

Managers across the board agreed on the importance of clear, relevant experience on resumes, but the approach to interviews varied. Some managers, like Mike Fariss, value measurable outcomes (e.g., customer satisfaction metrics), while others, like Jenny Darroch, focus on a candidate’s leadership potential and vision for the future​​. Similarly, while Meredith Allen values soft skills and adaptability on resumes, Mike Fariss focuses more on specialized experience​​.

Performance Improvement Plans (PIPs): It’s Different at Every Company

PIPs are not a one-size-fits-all process. While Mike Fariss views PIPs as an opportunity for development, Jon Harper sees them as a final step before termination​​. Renee Trotman and Ronda Mullen emphasize the importance of clear expectations and regular feedback, while Meredith Allen stresses tailoring the process to individual needs​​​.

Tips for Current Employees

Here’s a piece of advice from each manager to help employees thrive:

Ronda Mullen (Epic): "Take ownership of your development and be open to feedback."​

Mike Fariss (Zep Sales and Service): "Be proactive and take initiative—make things happen."​

Meredith Allen (Scribble): "Develop your soft skills, especially communication and collaboration."​

Marcie McDonald (Nonprofit): "Know your worth and advocate for yourself."​

Adam Trusty (Healthcare): "Don’t hesitate to ask questions—it’s a key to growth."​

Tomas Company (Adidas): "Be proactive in shaping your own career development."​

Renee Trotman (HR): "Build relationships at all levels—your network is crucial."​

Jon Harper (Sales): "Focus on your personal growth—it shapes the kind of leader you become."​

Jenny Darroch (Miami University): "Step outside your comfort zone—growth comes from challenges."​

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