From the moment I connected with Jeff[1], I knew I wanted to work with him. Call it intuition, but certain qualities stood out immediately. Jeff exuded intelligence, passion and kindness. Even in his role as the hiring manager — with the authority to decide my fate in the hiring process — he took a genuine interest in me as a person. Beyond evaluating whether I could do the job, he sought to understand how I would fit into his team and how the role aligned with my career aspirations and life goals.
Although I had a strong background in market research, UX research and product management, digital agriculture was new territory for me. In our first conversation, Jeff skillfully connected my experience with the unique demands of the field. He explained how my skills could translate effectively, underscoring his forward-thinking approach. While many hiring managers chase the elusive “purple squirrel with a green mane and pink tail,” Jeff understood the value of hiring a “brown squirrel” with transferable skills and growth potential. He had confidence in my ability to learn the industry quickly, and unbeknownst to me, had already arranged for me to shadow a senior team member.
In the Science Product Manager role, I would work with data scientists to develop machine-learning models and implement science-driven solutions. I’d collaborate with cross-functional teams across UX Design, Commercial, Engineering, and regional groups to bring these solutions to market. Jeff recognized that my communication and relationship-building skills — honed during my time as a professor and at Microsoft — would be invaluable in this role. He also saw that my curiosity and passion for solving audience-specific challenges would help me quickly adapt and thrive.
What Makes Jeff a Great Manager
Jeff embodies a rare combination of intelligence, passion and genuine interest in understanding people beyond their resumes. His ability to envision how my skills could translate into a new domain reflected the adaptability and curiosity I value in my own career. His commitment to mentorship — evidenced by arranging for me to shadow a senior colleague — further underscored his dedication to setting me up for success. Jeff’s recognition of my potential, even without direct industry experience, allowed me to shine in my role.
Jeff’s humility is another hallmark of his leadership. He often downplays his role in building a high-performing team, saying, “I wasn’t that great — I was lucky to be surrounded by passionate people who together formed a balanced, high-character team.” This mindset created an environment where team members felt valued and appreciated.
Jeff’s Key Managerial Traits
Jeff exemplified several traits that made working with him a fulfilling and productive experience:
- Genuine Interest: He took the time to understand my motivations, aspirations and values, ensuring they aligned with the role.
- Empathy and Approachability: Jeff genuinely cared about my fit within the team and my growth potential, making me feel valued and supported.
- Clear Communication of Expectations: He was transparent about how my skills could contribute to the team’s success, providing clarity and direction from the outset.
- Confidence in My Abilities: Jeff trusted my capacity to grow into the role, demonstrating a strong belief in my potential.
- Encouragement of Open Dialogue: He welcomed questions and valued input, fostering an environment of mutual respect and two-way communication.
- Humility and Team Recognition: Jeff credited the team for successes, prioritizing collective achievements over personal accolades.
- Focus on Growth and Development: He facilitated mentorship opportunities and ensured I had the necessary resources for a smooth onboarding process.
- Flexibility: Jeff accommodated different time zones and empowered me to set my schedule, enabling me to work effectively and efficiently.
The Role of Organizational Fit
Jeff’s people-first managerial style might not resonate with everyone, particularly in environments prioritizing short-term profits over long-term growth. His success as a manager depended on an organizational culture that supported his relationship-oriented approach. This highlights the importance of aligning your personal values with your workplace culture, as it can significantly impact your experience with a manager like Jeff.
Finding Your Ideal Manager
Identifying a great manager starts with understanding your preferred organizational style and what traits matter most to you. Jeff’s leadership aligned perfectly with my values and working style. His genuine interest in understanding me as a person, his commitment to mentorship, and his focus on growth and development resonated with me. For you, the ideal manager may have a different approach. Reflect on what qualities you need in a leader to thrive — and seek out someone who embodies those traits.
[1] Jeff is a pseudonym created to protect the identity of the individual involved.
