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Are you really
promotion material?

Fill in this short survey to find out:

  • 1. Have you requested a promotion in the last year?
  • 2. Have you ever been rejected for a promotion?
  • 3. Have you ever been offered a promotion?
  • 4. Has a co-worker at the same level ever been promoted instead of you?
  • 5. Has there ever been a position you applied for and didn’t get?
  • 6. Are you hesitant about asking for a promotion for fear of your boss’s response?
  • 7. Have you ever left an organization because you were passed up for promotion there?
  • 8. Do you know if your work environment values you and your work?
  • 9. Do you think that you deserve a promotion?
  • 10. Do you promote your work and yourself at work?
Get your results directly to your email:
** Please answer all questions **

"You just need to be more effective” Is it that simple?

This week, I’d like to share the story of Rob who was having trouble reflecting on his management style until he made an important discovery.



"You just need to be more effective.” I had been hearing this sentence from my boss for over a year now. I had been vying for a promotion and had felt comfortable enough to let my boss know. Every Time I hinted at it, though, I was met with the same sentence. I finally sat down with my boss over lunch one day and asked him what he meant. He told me that by being more effective, he meant that I needed to make decisions faster, sometimes even sacrificing the full consensus of my team members. I couldn’t believe my ears. How could I disregard my valuable team members? It had been through my intensive team building efforts that had made us so cohesive, let alone developed my reputation as a well-loved manager.


Encounter with Etika

I had heard about Etika from a colleague and decided to make an appointment with her. After a quick chat about my frustration, Etika explained to me that every manager has what’s known as a “dominant management style” and that on one hand, this is what has led to my success so far, while on the other, it can actually squash any further potential. It was really interesting to hear all of this and it somehow gave me hope that maybe by developing my potential, I would be able to, in my boss’s words, be “more effective”.


I asked Etika how I can find out more about my management potential. She sat me down in front of a computer and had me fill out a questionnaire. After analyzing the results, she showed me both my dominant and potential management styles. More importantly, she remarked that my dominant management style was keeping my potential management style from developing. This all started to make a lot of sense to me and I realized that all that I had to do was to “make room” for my potential management style.  I promised Etika that I would work on this and thanked her so much for sorting things out for me. I was determined to make a significant change. Etika smiled and let out a slight chuckle. I looked at her a bit confused and she answered that there’s quite a difference between knowing that you have to do something and actually doing it. She wished me good luck and I was on my way.


Road to success

Rob spent the next week writing a list of ways to develop his potential. He even made a list of key websites and books that he would be sure to consult as he embarked on his journey.  


What about you?

Rob realized the importance of identifying his dominant and potential management styles. It’s the first step towards meaningful change.

Do you know your dominant and potential management styles? Share your stories and thoughts.


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I've been lokiong for a post like this forever (and a day)

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