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Thriving Under Different Managerial Styles: A PM’s Guide

Do You Work for the Boss from Hell, Heaven, or Somewhere In Between?

In a recent Fireside PM podcast episode, I shared insights inspired by a coaching conversation with a senior PM at a FAANG company. * She was navigating a significant challenge: adapting to a new manager with a starkly different style than her previous one. This conversation resonated with me deeply because it highlighted a universal truth in the workplace: a manager’s style can significantly impact your day-to-day experience—sometimes even more than the company you work for.*

In this post, we’ll dive into the 12 common manager archetypes, explore how to identify them, and discuss strategies to thrive under each. Change is inevitable in professional settings—managers shift roles, organizations restructure, and leadership styles evolve. Equipping yourself to adapt to these changes can accelerate your growth as a product manager and beyond.

1. The Former Superstar

Former superstars often bring their individual contributor (IC) expertise into their new managerial roles, but they express it in two distinct ways:

* The Playbook-Enforcer: This manager believes in the methods that made them successful and expects the team to replicate them. They provide detailed guidance on processes, decisions, and outputs.

Pro Tip: Align with their playbook initially. “Even if you don’t fully agree, embrace their methods as a learning opportunity,” I advised in the podcast. Over time, they might moderate their approach, but until then, understanding and implementing their framework shows respect and adaptability.

* The Hands-Off Mentor: At the other extreme, this type may provide minimal oversight, assuming everyone thrives with autonomy.

Pro Tip: Proactively seek feedback and guidance. Their lack of involvement might stem from a belief in your independence, but you’ll benefit from supplementing their support with advice from peers and mentors.

When dealing with either type of former superstar, remember that their past success is often a double-edged sword. Their insights can be invaluable, but their approaches might need adjustment as they transition from IC to manager.

2. The Hard-Charging Executive

“What have you done for me lately?” might as well be this manager’s mantra. Focused on results and efficiency, they have little patience for ambiguity.

Pro Tip: Be concise and action-oriented in your communication. This high-pressure environment can sharpen your leadership skills, but be prepared to stay on your toes—even on weekends.

Working under such a manager can feel intense, but it’s an opportunity to learn how to thrive under pressure. The rigor they demand can often elevate your performance to new heights.

3. The Absentee Manager

Whether due to overextension or lack of interest, absentee managers leave you feeling unsupported.

Pro Tip: Build relationships across and around the manager’s purview. Provide clear, concise updates to ensure they’re aware of your contributions, and maintain strong documentation of your work.

In the absence of active guidance, finding mentors and fostering peer support becomes crucial. It’s also an opportunity to demonstrate initiative and autonomy—skills highly valued in any organization.

4. The Rising Star

Rising stars are often on the company’s fast track, closely aligned with top leadership and high-visibility initiatives.

Pro Tip: Align with their vision and actively contribute to their success. As I mentioned, “Help them shine, and they’ll bring you along for the ride.” Don’t hesitate to ask for opportunities once you’ve proven your value.

These managers thrive on momentum. By becoming a trusted ally, you can position yourself as an indispensable part of their ascent, which often translates into shared career growth opportunities.

5. The Embattled Executive

The embattled executive may be fighting to maintain their position or struggling under scrutiny.

Pro Tip: Be a stabilizing force. Consistently deliver on your OKRs, avoid adding to their stress, and focus on results. “If they bounce back, they’ll remember who supported them,” I said. And if they don’t, your performance will speak for itself.

Navigating this dynamic requires tact. By providing consistent support, you not only aid your manager but also safeguard your own reputation in the organization.

6. The Skip-Level Manager

When you find yourself reporting directly to your skip-level, it’s not quite the same as having an absentee manager. They care, but their scope is broader.

Pro Tip: Offer high-level updates, build rapport, and keep your communication concise. If you’re ready to step up and fill the gap, subtly showcase your capabilities.

Being proactive can help establish trust with a skip-level manager. Think of it as an opportunity to broaden your exposure and potentially accelerate your career trajectory.

7. The Visionary Dreamer

Big-picture thinkers thrive on ideas and innovation but often struggle with execution.

Pro Tip: Be the Yin to their Yang. Help validate their ideas with actionable plans and metrics. As I shared, “Complementing their creativity with execution can build a winning partnership.”

Visionary dreamers can inspire innovation, but balancing their enthusiasm with grounded strategies is key to turning dreams into deliverable outcomes.

8. The Micromanager

Micromanagers often have good intentions, even if their methods feel stifling. They seek frequent updates and want to be deeply involved in decision-making.

Pro Tip: Over-communicate initially. “Ask them what they need to see to give you more latitude,” I suggested. Demonstrating reliability can gradually earn their trust and autonomy.

Understanding their perspective can help you shift the dynamic from micromanagement to mentorship. Their detailed involvement might even reveal insights you hadn’t considered.

9. The Empathetic Coach

Empathetic coaches prioritize your growth and well-being. They invest in your development and create a nurturing environment.

Pro Tip: Embrace their support fully. Perform well and deliver results to validate their investment in you. “Managers like these are rare gems,” I said.

Leveraging their guidance can help you hone both technical and soft skills, creating a strong foundation for long-term success.

10. The Tactical Problem-Solver

This manager thrives on dissecting challenges and finding solutions.

Pro Tip: Bring them into complex problems and value their insights. Their hands-on involvement can provide invaluable blind spot detection and shared workload.

Collaborating with problem solvers can enhance your analytical skills. Their attention to detail often fosters a culture of precision and accountability.

Final Thoughts

The hallmark of a great product manager is adaptability. “You’re not always going to pick your manager,” I emphasized. But by understanding and complementing diverse managerial styles, you can thrive under any leadership. These skills not only enhance your immediate performance but also build resilience and versatility for your career’s long run.

Remember, every manager—no matter their style—offers unique learning opportunities. Embrace the challenge of adapting, and you’ll find yourself growing in unexpected and rewarding ways.

If these insights resonate with you, let’s keep the conversation going. Share this post, leave a comment, and subscribe to Fireside PM on Substack for more content tailored to product managers navigating the complexities of leadership and career growth. Ask a fellow PM for 1:1 advice on my list.

This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit firesidepm.substack.com

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