How to manage your Type A manager: by a former Type A manager
Type A individuals are characterised by their competitive nature, their tendency to aim high, and their love of juggling many tasks at once. They tend to thrive in high-stress environments, exhibit assertiveness, have a strong sense of urgency, and prioritise punctuality. Working for this personality doesn't mean you have to sacrifice your personal life; it means you need to strategically manage their perception of your work while safeguarding your own psychological well-being. As leaders, Type A managers are often cited as the cause of persistently anxious and stressed employees, eventually leading to productivity and turnover problems.
I used to be the manager who would fixate on the most minute details and perceive every project through a rigid, black-and-white lens. To me, there was a "correct" way and a "flawed" way, with virtually no tolerance for nuance. If a margin was misaligned by a fraction or a deadline was missed by a mere minute, I interpreted it as a fundamental breakdown of the entire system.
As a recovering Type A manager, my perspective has evolved significantly. I now prioritise my personal health and well-being, recognising that effective leadership is impossible when running on empty. However, the candid truth remains: I still expect results. I haven’t lowered the bar for excellence, I’ve simply realised that there is a more sustainable, human-centric methodology to reach it.
1. The Power of Consistent Communication
The primary trigger for a Type A manager is silence. If a request goes unacknowledged for hours, my mind assumes the project has stalled or that the urgency of the task has been disregarded. Silence creates a vacuum that managers inevitably fill with micromanagement.
The Strategy: Transition from "no response" to "instant acknowledgement."
The Move: Send a concise reply: "Received. I am currently occupied in a meeting until 3:00 PM, but I will review this immediately afterward and provide you with a definitive timeline."
The Benefit: This preemptively closes the "mental loop" for your manager, eliminating their perceived need to check in.
2. Master Visibility
Type A managers possess an inherent need for regular updates on projects and tasks. If I have to request a status report, I already feel behind schedule.
The Strategy: Establish a cadence of "Pulse Checks." Provide bite-sized visibility into your daily progress before it is requested.
The Requirement: Proactively ask for assistance. A detail-oriented manager’s greatest fear is that you are struggling in silence while a deadline looms. Requesting help is not an admission of weakness; it is a demonstration of professional risk management.
3. Self-Awareness Over Perfection
Contrary to popular belief, you do not have to be perfect at all times. What a Type A manager truly values is a high degree of self-awareness with regard to your strengths and limitations.
The Strategy: Demonstrate a commitment to evolution. Managers want to see that you are actively internalising feedback and making a concerted effort to refine your skill set.
The Move: Following a review, state: "I appreciate the feedback on my presentation delivery. I recognise this is an area for growth, so I am going to implement [Specific Action] for our next meeting to ensure improvement."
4. Establish Clear Boundaries From the Outset
Type A personalities act much like a gas; they will expand to fill every inch of available space. If you fail to establish boundaries early, we will inadvertently encroach upon your personal time.
The Strategy: Define expectations immediately. It is significantly more difficult to reclaim your personal time once you have established a precedent of 24/7 availability.
The Move: Be explicit regarding your "off" hours: "I am fully committed to our objectives during business hours. To maintain my productivity and focus, I do not take work calls or respond to emails outside of these times unless it is a pre-defined emergency."
5. Don’t Be Afraid to Share Ideas
Because of our intensity, we can often appear intimidating or rigid. However, the reality is that we often suffer from tunnel vision due to our focus on execution. We want to hear fresh ideas and perspectives from you.
The Strategy: View yourself as a strategic partner. We respect anyone who can identify a more efficient or innovative path to our shared goals.
The Move: Frame your suggestion as an optimisation: "I’ve been analysing our current workflow. If we pivoted to [New Idea], I believe we could significantly enhance our output. I'd love to hear your thoughts on this perspective."
6. Prioritise Mental Health in a High-Pressure Orbit
Working for an intense personality can lead to emotional contagion, where your manager's stress becomes your own. Protecting your mental health is essential for maintaining sustainable peak performance.
Construct "Psychological Guardrails"
Frame your well-being as a prerequisite for quality work.
Cognitive Clarity: Explain that you require "deep work" blocks (periods without notifications to produce the high-caliber results they expect).
The Move: "I’ve blocked time for deep focus today to ensure I can deliver the level of detail you’re looking for on this report."
Detach from the "Black and White" Narrative
Type A managers frequently utilise hyperbolic language (e.g., "This is a disaster").
The Mental Health Tip: Practise cognitive distancing. Recognise that their "disaster" is often merely a "minor correction" filtered through their internal anxiety. Do not internalise their tone as a metric of your self-worth.
7. Adopt a "Rough Draft" Philosophy
Type A managers fixate on details. They despise being surprised by a final product that doesn't align with their vision.
The Strategy: Submit a 50% draft or a high-level outline early in the process to ensure alignment.
The Move: "Here is a preliminary draft to ensure we are aligned on the strategic direction before I invest time in the final polish. Does this reflect your expectations?"
Collaborating with a Type A personality can be a powerful accelerant for your career. We value high-performers who streamline the "machine." By mastering proactive communication, demonstrating self-improvement, and maintaining firm boundaries, you move beyond merely "managing" your boss and begin to lead the relationship.
Ultimately, Type A managers do not intend to make your life miserable; they are simply more focused on delivering high-quality work than the average professional. Clear communication regarding your boundaries and working style, combined with a collaborative, idea-sharing mentor relationship will significantly enhance both your workflow and your professional rapport.
References
https://crestcom.com/blog/2023/12/12/type-a-vs-type-b-leadership-and-personality-differences/