NCorres' Weblog

I’ve received a couple of emails asking for a bit of exposition on the concept of “Robin Hood Management” – I am always happy to oblige. 

First, not every business’ culture will have the correct ingredients for a “Robin Hood Manager or Managers”.  The ingredients for such an environment are these:

1. An unofficial “schism” between the Upper Management and their professional and administrative staff;
2. A “club” atmosphere with Upper Management appearing to make arbitrary decisions – some which seem punitive with no explanation;
3. A high turn-over rate of people, both those poorly matched for the positions and those who are highly qualified but frustrated;
4. A feeling that Upper Management “goes through the motions” of appearing open and encouraging honest feedback, when the general feeling is that the messenger is almost always punished, and it is better to keep your head down and go unnoticed even if it means doing things the hard way rather than the smart way.

Then along comes a middle manager who is charismatic, and who challenges the authority of the upper echelons.  This manager goes to bat for the ”lower” levels.  This manager listens to the team and acts in BOTH the best interest of the Company AND the best interest of the team. 

Upper management reacts as though they feel threatened by this Manager, yet they are receiving the benefits of amazing productivity and results.  The balance is very delicate, and upper management may choose to tolerate the “Robin Hood Manager” with only a few episodes of public chastisement, but eventually the Robin Hood Manager will be replaced by a more solicitous manager who knows his/her place in the heirarchy.

The staff will always love and remember their Robin Hood Manager, and may stay in contact with him/her long after they have separated from the Company.  Looking back on the experience, Upper Management will fault a number of factors, but never acknowledge that they created the environment nor take any responsibility for their part in the little drama.

Many of these businesses will have a succession of Robin Hoods… all of whom are amazingly productive and help to move their companies forward.  But for every step forward, they will often move a step backward in order to rid themselves of someone they perceive is causing them to lose face in front of their established employees. 

And so the cycle goes, on and on, until someone assumes responsibility and changes the culture substantially enough.