Manager or Manager

This post is general and for my benefit, so bear with me and see if you can help me understand people better.

After years of managing projects and teams to successful results, I have come to strongly believe that the early hard work and facing reality is what guarantees results. By this, I mean:

• the project expectations are SMART and agreed to by cross functional stakeholders
• the project is part of a larger plan, people understand the implications of this and the relation to sister projects
• the necessary resources and people are available
• roles, responsibilities and ground rules are in place

However, repeatedly I meet Managers that believe in BOLD goals or wishful thinking. These managers are often heard saying:

• We have to act now (ie no time for planning, ensuring feasibility, etc)
• I think we can get more out of the employees (ie employees are slacking and the Supervisors have not addressed the problem.)
• We have to think outside of the box. (ie work smarter not harder...)
• "Scotty, we don't have 1 hr !!! You have 5 minutes to bring the warp engines back online !!!"
• Other

Now I am not recommending "paralysis by analysis", however I recommending that Managers be accountable to their employees, customers and shareholders by creating and launching well planned initiatives and projects, or at least listening intently when the teams come back with concerns or questions. (ie trust your employees)

Now charters, planning and resource management is really hard work, not too flashy, requires some analytical capability, etc. However, without it we doom our:

• employees to higher stress levels and frustration
• customers to disappointment when we fail to deliver in some way
• managers to extra work as they try to manage all the failing projects
• shareholders to lower profits as projects fail and resources are squandered

I do understand:

• the need for BOLD long term goals that are backed up by a portfolio of shorter SMART projects (ie help employees get out of that box and see the dream)
• Managers are short on time and feel the need to ACT, and many do not have a talent for analytical/planning work
• Employees need to feel some sense of urgency in order to perform at their best and to challenge their own beliefs

However, the way many of us choose to work will give Scott Adams and Dilbert (http://dilbert.com/) many more years of excellent content.

So, any "Just Do It" managers out there that want to help me understand your perspective?