As an experienced dev I can tell whether a (direct) manager will work for me or not within about three weeks, with some variance depending on organizational pre

As an experienced dev I can tell whether a (direct) manager will work for me or not within about three weeks, with some variance depending on organizational pressure (in lean times you can tell sooner, in lush times it takes longer — a result of how much of the managerial skill needs to be brought to bear). If a manager doesn't work for me, I don't care how good of a manager they are by any organizational measure, since I know I can get (and deserve) a better working environment. In this case if nothing changes, I am going to leave — which should rightly count as a demerit to such a manager. There are even cases where people will work harder just before they quit, so as to leave a good impression or secure a pending promotion (despite present management) prior to their departure. Seen in this way, what makes a manager good for an org seems to be different than what makes a manager good for an IC. TFA seems to be looking at it from an org perspective only (if one is being generous, since what they have studied is hardly an org), which can probably work in the short term, but will lead to ugly consequences in the long run.