Every leader has their own style, philosophy, and approach to management.В Some inspire you and help you grow, bringing the structure and room needed to do your proudest work. Others may offer more limited support, often stifling or limiting your growth. Regardless of style, each type of leadership offers its own lessons.
Good and bad management styles can teach us a lot about what it takes to be an effective leader. By studying both the successes and failures of those in positions of power, we can learn how to be better managers ourselves. So, what can we learn from good and bad managers? Let’s take a look.
Do: Delegate Appropriately
One of the hallmarks of a good manager is their ability to delegate tasks effectively. A good manager knows when to let their team members take the lead and when to step in themselves. They also know how to match tasks to team members’ skill sets, ensuring that everyone is working on projects that they are well-suited for. This allows team members to work at their fullest potential and prevents them from becoming overwhelmed or bogged down with tasks that are outside of their comfort zone.
Don’t: Micromanage
Conversely, one of the things that bad managers do is micromanage their team members. They are overly involved in every aspect of their employees’ work, offering constant feedback that is often unwanted or even unhelpful. This can create a feeling of suffocation among team members and inhibits their ability to think creatively or take initiative. As a result, productivity suffers, and moral plummets. If you find yourself constantly needing to check in on your employees or give them direction, it may be time to step back and reassess your management style.
Do: Communicate Effectively
Another key trait of good managers is their ability to communicate effectively with their team members. They understand the importance of clear and concise communication and make an effort to ensure that everyone on the team is on the same page. This includes holding regular meetings, sending explicit emails, and being available when employees need clarification or have questions. Good communication fosters a positive working environment and helps prevent misunderstandings or conflicts between team members.В
Don’t: Play Favorites
Bad managers often play favorites with certain employees, showing preferential treatment that can be both unfair and demoralizing for those who are not included in the inner circle. This creates tension among team members and can make it difficult for those who are not favored to feel like they have a chance to succeed. If you find yourself consistently turning to the same few employees for help or input, take a step back and reassess whether you may be playing favorites without realizing it.
Favoritism can also manifest itself in the form of nepotism, or hiring friends or family members regardless of whether they are qualified for the position. This too can create conflict within teams and should be avoided at all costs.
Don’t: Block opportunities for growth
Instead of providing opportunities for their team members to grow in their careers, bad managers actively block them. They might do this by refusing to approve training requests or by giving all of the plum assignments to their favorite employees (regardless of whether or not they’re actually qualified).В
Don’t: hold anyone accountable
Just as bad managers don’t show appreciation for good work, they also don’t hold anyone accountable for poor performance. This creates an environment where mediocrity is tolerated—and eventually becomes the norm.В
Conclusion:
Good and bad managers alike can teach us a lot about what it takes (and what it doesn’t take) to be an effective leader. By studying both extremes, we can learn how best to manage our own teams in order to foster a productive, positive working environment. Do you want to be a good manager? Learn from the best (and avoid the worst) by following the tips outlined above!
