Would you want your son or daughter reporting to your boss?

Now that I've had some time off, I've been thinking about the last re-org I went through at BSX, and the kind and qualities of the management du jour that my group reported up through. I've heard that a certain Director evidently thinks its okay to yell at his direct reports. As in literally angry shouting. Personally I'd never put up with that. I'd let the freak finish ranting, and then as cool and as calm as I possibly could muster, I'd say: "Are you finished?" And then I'd point a finger directly at their face and say slowly, using small words, "I'm not sure who you think you are, but let me be clear: Don't you EVER talk to me like that again." Nothing unhinges robot management like resetting the conversation on your terms.

Peter Drucker, the veritable father of modern management theory, was known for having an amazing ability to pick the right people for leadership roles. Well into his late seventies he was asked what criteria he used:

"I always ask myself, would I want one of my sons to work under that person? If he is successful, then young people will imitate him. Would I want my son to look like this?"*

If the answer is "no", then why are you?

Being an authentic leader means "walking the walk" -- if you wouldn't want your son or daughter (or niece/nephew) reporting to your boss, what kind of signal does that send? What kind of new normative behaviors might you inadvertently be picking up? In other words, what kind of person (or robot) are you turning yourself into?

Today's Big Idea: If your boss isn't the kind of person you'd want your son or daughter working for, it's time you found a new boss.

And, if you're promotion minded, figure out if you would enjoy the work your boss does. If not, it might be time to switch careers. Companies are hiring again -- go be valued somewhere else!

* This story can be found for the "5 April, Picking a Leader" entry in The Daily Drucker

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