3 Secrets Every Manager Must Know

3 Secrets Every Manager Must Know

The best kind of boss is one without an attitude, a closed door, and a Y chromosome, according to a new Spanish study.

A team of researchers from Spain's Universidad Carlos III de Madrid found that women make the best bosses because they tend to foster more democratic workplaces. In other words, bosses that open up direct and honest lines of communication between themselves and their employees are the most successful, says Robert Sutton, Ph.D., a management science professor at Stanford University and the author of Good Boss, Bad Boss.

But it doesn't matter if you're a man or woman: Successful leadership is all about encouraging employee participation and reducing power differences, Sutton explains. (Learn the top mistake powerful men make.)

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For example, managers at the consulting firm McKinsey & Company tell employees they have an "obligation to dissent" if they believe something is incomplete or remiss. The technology firm Intel trains its employees in constructive criticism—"Basically, how to fight with a superior," Sutton says. And Tim Brown, C.E.O. of the renowned innovation firm IDEO, gave up his office so he could sit amongst his employees.

Sutton says all of these are examples of highly successful companies implementing policies meant to democratize the workplace. "Bosses who care about their employees, listen to them, and work to help them succeed are usually the best bosses," he says.

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Follow these three steps to improve your leadership style:

1. Don't Be a Hippo. “Hippos have big mouths and little ears,” Sutton says. You have to learn to be a better listener. Schedule one-on-one time with your employees, look them in the eye, and don’t fidget or glance at your phone or schedule while either of you are speaking, Sutton advises. Don’t interrupt, and make sure your employee does most of the talking. (Read the 4 ways you might be annoying your coworkers.)

2. Inform the Crowd. When employees are kept in the loop, they're more open to change and growth, says Marjorie Brody, a Philadelphia-area executive coach and C.E.O. of Brody Professional Development. Sutton offers these guidelines: Give people as much information as possible about when and how changes will occur; explain the reasoning behind the changes; and, whenever possible, give people control over how those changes are implemented.

3. Stop, Collaborate, and Listen. Your employees can't help you solve problems if you don't give them the opportunity to participate, Sutton says. Organize small meetings of four to six people, which studies show are more effective than larger groups. Make sure everyone participates by asking each person to write down three ideas or suggestions, then go around the room and have everyone offer their best, Sutton advises. And don’t let big mouths dominate the meeting—the quiet guy might hold the key to success, he says.

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