Good Director/Bad Director

• September 12th, 2007
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What makes a good director good? What makes a bad director so terrible? Sometimes the interpretation of good and bad is relative. What one person may perceive as a weakness, someone else may perceive as a strength. For instance, some directors have a good heart, but may lack in the organization area. To me, I would perceive her as a good director. Someone who works with her people, formulates relationships with her unit, and doesn’t give one notion that she views us as dollar signs. To me, that is a director I want to work with. She may be disorganized. For example, she may offer a prize and then time escapes her and when those who have earned the prize are ready to receive, it may be delayed. Some could get annoyed by this; especially if it happens often. My take, however, is prize mishaps are forgiveable. When I earn prizes, I’m usually not focused on what the prize is. Now and then, I am; however, for the most part I have my own set goals and I want to achieve those goals. If I happen to win something in the process, that’s a great bonus! If the prize is delayed or something happens where it changes, it doesn’t get me down. Some people are not like me and are upset when these things happen; understandably so. But, does disorganization necessarily make a director bad? It probably depends on your personality type.

I’ve decided to make a list of good qualities and bad qualities. Whenever I encounter someone displaying what I call “Bad MK Behavior,” I make a note to myself as what I won’t do as a director, team leader, whatever. That is the best I can do. I cannot necessarily change a bad seed or someone’s bad habits. All I can truly do is move myself up and lead by example and encourage others to do the same.

Good Director Qualities:

-sincerity

-friendly

-sees unit members as people and not dollar signs

-sees customers as people and not dollar signs

-takes time to help consultants in need

-is clear as to how time with consultants is prioritized (ex. someone working consistently can expect more timely response than someone who orders a few times per year)

-organized about the important stuff. Important stuff meaning people management.

-leads by setting an example and emulating how Mary Kay Ash intended us to run our businesses. For a refresher, read “Miracles Happen” and/or “Mary Kay on People Management.”

-knows the products

-still works like a consultant

-understands that directors work, too

Red Flag Poor Director Qualities:

-pressures consultants to order instead of teaching them to sell

-isn’t working her own business diligently, therefore, relying heavily on the activity of others

-is not setting a good example (i.e. stealing customers from others who are working; is not bringing guests to meeting while encouraging others to do so)

-rewards solely for wholesale orders while failing to recognize actual sales

-does not work with unhappy consultants to find them an adoptee who might be a better fit (this may be to increase her own unit meeting attendance)

These are my top good/bad qualities. I’m sure I could think of many many more. What do you look for in leadership and mentorship? What sends a red flag up for you when dealing with other directors or consultants? How would you operate if you were a director?

Tags: DIQ, Golden Rule Philosophy, People Management, Personal Responsibility, Role Models, Team Building