I’m convinced that the combination of being demanding and supportive is the wisest approach to any relationship where one person is interested in the development of the other: manager-employee; mentor-mentee; parent-child, spouse-spouse etc

And the flip side: if you don’t care about the development of the other person, be any of: demanding but unsupportive (authoritarian – ‘do as I say’); supportive but undemanding (lavishing false praise – ‘you’re the best’); or undemanding and unsupportive (neglectful – ‘do what you want’).

Being demanding and supportive at the same time is really difficult – it is probably not the default nature of many people.

In this article, the example given is where an employee is often late to work, and the suggested way to respond:

“You must have a good reason for being late.

How can I help?

What are some of your ideas about solving this problem?”

And so, the article says, the manager is being understanding, helpful, but also making expectations very clear.

This topic is definitely worth more investigating, reading, experimenting and reflecting.

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