I found that resolved quite well under "Things I do that may annoy you." She knows she doesn't seem caring and explains why.
They start with good intentions (informing the team about what's expected of them and how to work efficiently with the team) but they usually devolve into justifying the manager's bad behaviors and telling the team to deal with it.
In practice, most manager READMEs I've seen have been more aspirational than realistic. That is, managers describing themselves in the best possible way, or describing the type of manager they want to be.
I think it's much better to write an "Employee how-to manual" that describes what's expected of the employees, how employees can accomplish things, and so on. Delivering information to the employees from a purely manager-centric document sends a message that the manager is the star of the show and the employees are just the supporting cast who need to deal with the manager's quirks.
But that is also the default mode. It is not the best way of doing things, but most employees do have to deal with managerial quirks.
If I will be having to deal with those quirks anyway, then the guide is helpful. Otherwise I am learning via trial and error. Sure, ideally the quirks would be fixed, but that is not a likely event.
That assumes that the guide is frank and truthful. Unfortunately this is, in my experience, rarely the case. There is strong incentive to use this as a PR exercise (or "aspirational" to put it mildly) given that it is being published and visible to many people, especially above you.
So you are going to have to try to match reality against that document anyway.