You know what I mean

I have nothing against managers. They’re often blamed for everything. Yet it may well be factors beyond their control—such as a challenging environment or unsuitable structures—that are causing them trouble. As is well known, good people can achieve a great deal even within poor structures. On the other hand, when so-called wannabe managers encounter poor or weak structures, disaster is inevitable. The most brilliant

of them specialize in “change management.” It’s not uncommon for them to spread fear and terror throughout a company. Change can be meaningful. But when the sole purpose is to leave their own mark on the organization, people quickly see right through it. You can recognize them by their language: “We’ll turn the place upside down; there will be no more taboos, etc.” Yet threats are the poison of any change. The rather

darker sides of these business heroes are layoffs. Long-time employees and older workers are the first to go. They know too much and have thus become too dangerous for the boss. Even in nonprofit organizations, more than a few have thrown their hat into the ring—only to pick it up again shortly afterward and vanish. Naturally, even associations need to slim down from time to time. Because over the years,

a lot of unnecessary stuff can pile up. The best remedies for this aren’t ingenious top-down projects, but small steps combined with realistic goals. Or as Friedrich Dürrenmatt wrote:

“A good remedy for the ‘manager’s disease’: Put more time into your work than work into your time.” ■

Best regards
, Emil Giezendanner

redaktion@modellflugsport.ch