The Pacesetting manager leads by example in order to achieve high standards of quality. These managers mostly work alongside the team often performing the same tasks as those they lead. Pacesetting managers demonstrate techniques and processes and they expect their team members to learn and adopt best practices from these demonstrations.
Here are some characteristics of a Pacesetting Manager:
- They reward top performers rather than teams
- Pacesetting Managers model the actions they want team members to perform
- They expect team members to understand the behaviors and techniques the manager is modeling
- They only delegate to those they are sure can perform the task at a high level
- They remove work from team members who do not deliver top quality
- Pacesetters typically give mostly negative corrective feedback
This may sound a tad harsh but when used in the right setting this style of management can achieve a breathtaking quality of work. This style works best with other pacesetters, those that know their work and strive to improve and deliver high-quality results. This style is also good for poor performers who will quickly have tasks taken away from them if they do not perform at a high level.
The pacesetting management style is not a good choice for working with new employees or team members who do not understand their role in relation to the larger organization. It is also a poor choice of style when a change in vision must be communicated or has not been fully bought into by the team.
Add pacesetting to your management toolbox!
Cheers,
Joe
