The Short List

The short list is a very interesting and unusual phenomena. It is associated with very senior managers, but any manager can have a short list. Since it is a manifestation of a person's unconscious self, they may not be immediately aware of it. This means they may not be conscious they have a list in their head. If they aren't aware of it, they won't be aware of their behavior towards certain people even though it will be obvious to those around them. Similar to the Blind Spot, it relates to how a senior manager will blindly favor or disfavor certain people within their organization, irregardless of how they perform as an employee. The short list is, by name, composed of a limited number of people. It has two categories, favor and disfavor. Once you get on someone's short list, there is little you can do to get off it. So if you are on the good side, the senior manager will be your ally. If you are on their bad side, they will do nothing for you and possibly make sure you are screwed in the organization.

A person who happens to get on the good part of a manager's short list will always be perceived as a good person and an excellent performer, even if they do not perform or have other personality problems which disrupt the employees around them. There is no bad they can do. If you do something bad, they will perceive that as a temporary flaw that can be fixed or at minimum something that can be overlooked because there is too much that is good. This is similar to the Blind Spot in that they seem to be blind to how badly someone is really performing. You can do no bad. Now if you or this person on the good side of the short list is a grand performer, then they will rise to great heights. If you happen to find yourself on the good side of a short list, use your visibility wisely and you'll benefit greatly from it. Don't abuse it.

If you are perceptive enough, you can tell who in an organization is on a senior manager's short list. Just watch the behavior in meetings or how other people talk about who the manager's favorite people are. Be aware that people on the good side of a short list usually know they are on it. This gives them extra power in the organization because the senior manager will always give them time and try to help them, including pushing their advancement over the recommendations of lower managers. When manager(s) help the advancement of certain people in favor, it is called grooming. It is said that a person is being groomed for a higher position. Once again, this may be contrary to their actual performance. I have had the experience of being on the good side of a very powerful manager's short list. I really don't know how I got there, but discovered this as he went out of his way to give me advice and make sure my immediate managers took care of me. Once in while I called him for help and he responded immediately. I must say it made my job easier to do knowing that one of the top guys liked what I was doing. Years later, I know he still likes me, showing how powerful this list really is.

If you end up on the bad side of a senior manager's short list, you are in trouble. If your organization is large enough, you may be able to co-exist with other allies to protect you. If your organization is smaller, and the manager is very powerful, you might try to find a new job or wait it out to see if there's a re-organization which takes him out. If this manager is directly in your chain of command you will be very uncomfortable. There really isn't much you can do about it. If you are a very strong performer is a good meritocracy, you might be able to gain favor of other managers. Being on the bad side of a short list will make your job that more difficult. I know people who have survived a long time with a very senior manager who didn't like them and did what he could to make them miserable. Once again, the organization was big enough these people could have some breathing room. Sooner or later, they left the company. Some of them were good people and it was the company's loss. Once again, you will be able to tell who in an organization gets on the bad side of a short list. Employees will talk, you'll see the behavior in meetings and possibly hear the senior manager make a comment about them. It's best to stay clear of these people, or if you are perceptive and political enough, you can work with them without ending up on the senior manager's short list by association.

If you end up on a short list, it only lasts as long as that manager is in power. As soon as he or she is gone, so is the list and your associated benefit or deficit. If you have abused your power with this manager, expect payback after they are gone.

There is no clear cut method of getting on a short list. This is because it's an unconscious mechanism which is very complex and mysterious in how it works. You may have the impression that you are doing very well in an organization and discover some senior manager doesn't like you at all. Or, you may be mediocre in an organization and find the most senior manager thinks you're great. There are some things you can do to influence it, but my recommendation is to perform to the best of your ability and don't try to manipulate anybody to get on their short list. This can backfire on you and kill your career plans. Playing with someone else's unconscious is like playing with nitroglycerin. Remember that even if you perform exceptionally well you can still get on the bad side of someone's short list. So concentrate on performing and less on appeasing.

The short list is a very interesting and unusual aspect of a senior manager's behavior. Not all of the them have one, but many do. Your best strategy is to do the best of your ability and more than likely you'll be favored. Just be aware that most every manager has one of these lists in their head.