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Disclaimer. The discussion and opinions expressed are entirely my own. These are based on my experience, observations and learning over long years. These may not be entirely unique. However, any resemblance is unintended and coincidental. If a material is taken from a particular source, it is properly referred to that source.
Continued from Previous……
We have seen various shades of management styles and then reached Holistic Management.
There is enough evidence to show that Holistic Management should be the preferred style. However, in practice, it is not seen to be so. Let us analyze why it is not so.
There was an article in Harvard Business Review titled ‘If humility is so important, why are leaders so arrogant?’, by Bill Taylor, published on October 15, 2018.
The author gives two major reasons for this phenomenon. One, the leaders think that AMBITION and HUMILITY cannot go together as they are contradictory in nature. Two, humility appears to show leader as ‘soft’. The article goes on to contest both beliefs and shows better ways of thinking.
The sentiment shared in the article is the same that is seen here. When we ask an aspiring or new manager what is the biggest change after becoming a manager? The prompt answer comes that the manager has to get things done through others. This is the baseline thinking from where the feeling of power over others starts. There are other compounding themes that make it more complex. Too many managers think that a manager must be a leader. That a leader must have all the answers. That a leader must appear in charge at all times. That a leader must be strong and powerful; it goes on and on. The management starts getting twisted from this point and keeps on going this way. Some managers may learn better things later, others may not.
The past and present role models in management are mostly brash, and lack concerns associated with Holistic Management. To make matters worse, these role models have been successful and glorified. Their style carries a kind of attraction as well. Given these factors, the younger managers easily get carried away and start copying these role models. After all, the picture of a typical boss coming from west and mimicked here is a guy, heavy-set, harsh looking, smoking and very authoritative. This is the authentic prototype of a boss; anything less is not as authentic.
Holistic Managers are gentle, well-mannered, caring, and growth oriented. They are too few, may look less authentic and are hard to copy.
The society is male dominated universally. Women are under-represented, under-paid and passed over for promotions. This fact has been there in all cultures and lately there are serious attempts to bridge the gap. It is an entrenched thing that is hard to get away from. Very few women are seen in higher management position and they are too few to influence at a larger scale.
Pakistan is even more patriarchal. We are still grappling with honor-killings just for being seen in a video. Power and Authority are the only running currencies here. We really do not have space for humility, modesty and holistic thinking.
Lack of Effective Training
Most training programs follow the standard themes of management. They are focused on skill development, not behavior change. In other words, we have coaching programs only. These are elaborate programs with enough exercises to make sure the desired skill is understood and practiced well. For behavior change, we are relying on motivational speakers to come and deliver heart and mind changing sermons. They come and do the effort, but the effect is short lived, and the managers do not have a playbook to practice Holistic Management principles.
The above is no.
t the most exhaustive list of factors dissuading Holistic Management. There are more factors for sure. However, I believe the point is made, and the summary is that Holistic Management is not being practiced due to several factors.
Next, we shall see how the change can possibly be affected so that Holistic Management is promoted better.
Shall continue InshaAllah……