Five mistakes which all managers must to voided

 

Many professionals in Leadership, have written on the topic, how to be better managers. None of them said that they are not doing their job well. They simply classify mistakes from them in terms of their management team.
But who can say whether a manager is “good” or “bad”? Whether it is the owner of the company, CEO`s or team that is led by the manager? Each of these groups has its own criteria for determining whether their manager is “Good” or “bad.”
In this article I would like to show on some of the criteria, which in most circumstances, the team classified as their manager in either category.

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1. “I am your manager” – this it is one from lines, which it every employee hears in his work and which automatically shoots manager on first position in the ranking of “bad” managers. This type of managers follows the military command – control model of management. The working place not it is barracks and team not are soldiers. In his article ” 5 Stupid Things Managers do to Mess up Their People “ , Kim Levings, said:
The power trip that comes from having a managerial status handed to an untrained, weak-willed, and maybe even also an insecure person. A boss stands at the back and cracks a whip. The leader is out in front, showing the way and pulling alongside the team. Which are you? Yes, being in charge brings authority and some degree of power, but think of it as an incredible gift to be used wisely, not wielded with political or personal bias that ultimately will destroy the relationship. No, I will not do something just because you’re the boss and told me to. I will do it because I know it’s my job and you have encouraged me to do my best, and we have mutually agreed on the expectations / standards involved. “
Just the last two sentences, Kim Levings, showing significant difference between “good” and “bad” manager.
In the vocabulary of “good” manager, “I’m your manager” is missing. He didn`t, flaunt their power and shows it’s the team that is part of them. Supports subordinates in their work, but not with commands and orders and with understanding and encouragement. This is not to be confused with sympathy or friendship execution of official duties. I am far from this idea, because friendship is friendship, but business is business. And even if the manager has friends among the team, but they are not effective, the company’s losses can be fatal. Here comes the role of a manager to talk to the employee, and to explain the situation, that its inefficiency, it pulls the team down. And if the person does not improve, the manager, regardless of their friendship should be divided with it.

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2. “Do not give me an explanation! Listen, I speak!” – the next factor for that your team will you classified in category of “bad” managers.
Each of us is human and everyone makes mistakes. This is not an error, which is fatal for the business. This is a matter for errors that can be removed instantly. In this case, the manager should give a chance to his employee to explain. Maybe it’s the influence of the external environment, maybe the problem is inside us, but I don`t know a person who is 365 days a year in perfect condition. In this case the role of the manager is to intervene and correct their employee time.
In this case, the “good” manager will give the employee a chance to explain and highlight their arguments. Whether “good” or “bad”, the manager must punish its employee, but the punishment meets the error and to take into account and explanation of the employee.

 

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3. “Today, for me you was not good a job!” – each manager could use it doesn`t matter in which categories . There are two important differences – a way of speaking and where you used front of all team or personally! The “good” manager will use intonation of motivated will turn the conversation, so as to motivate the employee, tomorrow can be better in a professional obligation. In most cases, this call will be held in private. While the opposite would make “bad” manager. He will use this sentence with imperious form and attempt to humiliate the employee to the whole team.

 

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4. “You’re here to work, not to think, not to give us ideas” – also one often used from “Bad” managers. Regardless of the work, part from managers believe as they occupy this position, because they are better from them team and do not want to hear when someone from team have new idea. While “good” manager will hear the employee, when have the new idea. No matter that the idea is good or not, the “good” manager, will encourage the team to think and not to be afraid to share, them ideas.

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                                    5. “These are my rules and if you do not like it – there is the door!” – This is a replica, a summary of the above-mentioned four sentences. Each of those classified as “bad” manager uses this remark at one stage of its work. There is no question, when an employee does not comply with professional ethics and conscientiously fulfill their obligation. It comes to team members who are dedicated workers, but use your brain and try to resist the totalitarian rule of the manager. “Good” manager, never not would used this peremptory shape of expression. He hears them and knows how to motivate it in performance of their duties.
There are many sentences used by managers for which the team may classify a manager in the category of “bad”, but for me they are derivatives of those here. Part of this type of managers, use this model of management by fear, one of their subordinates not to move them from their position. Another part of them love power and are inherently totalitarian.
Many specialists in Leadership is written thousands of pages about how a manager to be effective and better in their work. Given millions advice from leading experts in the world, but the basic method remains the “intrinsic motivation” of man. Is not only important to read this article and thousands like it – it is important the manager wants to change and understand the meaning of what is written. “Bad” manager should be known around between the lines and ask a basic question: “What think my team for me?” And here, be self-motivated to change it.



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