Largely agree, 19 years here. Good managers and bad managers alike have weaknesses that are largely in-built personality traits. Telling them won't change how

Largely agree, 19 years here. Good managers and bad managers alike have weaknesses that are largely in-built personality traits. Telling them won't change how they've spent decades behaving. The two worst managers I had clearly had anger management issues and some sort of inferiority complex, theres no feedback to fix that. Try to stick with good managers as long as you can, especially if their weaknesses that don't bother you too much, understand where it's coming from, and try not to take it personally. The 3 examples at the top of the article - unclear guidance, unable to set priorities, and not training new hires .. these are good benign issues that I've seen repeatedly from good managers. You can remind them in a friendly tone why things are happening -(as they raise yet another low importance high urgency task) "if we keep switching to these urgent but less important tasks, the long-term important things (give examples) you are unhappy with the pace of will continue to be slow". The best outcome tends to be a 20% reduction in the undesired behavior, over many months. It doesn't go away or get unlearned.