What I find interesting in this conversation thread is that no one things the "manager" is part of the team. Where I work, they are considered part of the larger team - the COMPANY.
Perhaps expanding one's view of what constitutes a team might change the discussion points somewhat. I'm actually in agreement with Louis that empathy can server you well.
I'd also point out that "empathy" is very different from "giving in to any and all demands" (which is how Jeff seems to have interpreted the editorial). Empathy is the art of standing in the other persons shoes so you can see things from their viewpoint. Having that information (aka "data") can give you an advantage in the conversations that follow, whether you are "pushing back" on a perceived deadline or looking for ways to speed up a project or find an alternative path to success.
I've been both successful and not successful on pushing back to managers on projects. What I can say is that having empathy for their position helps me phrase the conversation in a way that reduces personal conflict. IMHO, that is never a bad thing.
Despite all of the above, any manager who actually does yell and scream (or stomp their feet, or throw a tantrum) on a regular basis is a bad manager and should be removed before they hurt themselves (or someone else). I have met very few of these in my career, and it has been my pleasure to work with Human Resources to resolve those issues. 🙂
Here there be dragons...,