From songs to films, books to videos, on a yearly, monthly or weekly basis, top 10 lists are a method of communicating an item`s popularity. Based on decades of observation, I have written two top 10 lists of best and worst management practices. See the first list this week, and the next list in the next column.
It is part of being a manager that the buck stops with you.
Jill Hamlyn, MD, The People Business
Although not wanting to be dictatorial, there are grains of common sense in the leadership and managerial environment that when recognised can perhaps help us to take advantage of the changing social environment in which we currently exist.
First the bad news... The top 10 worst management practices:
1. Getting too personally involved
Becoming too emotionally involved in any situation is a natural human instinct, but effective managers must have the discipline to disassociate themselves in order to maintain control. Emotion is a hijacker that causes focus to be shifted and dilutes neutrality. Aiming towards the greater goal becomes blurred as the manager loses objectivity.
When becoming emotionally involved, one possible effect is the pervading difficulty of maintaining a balanced appraisal of situations - "reaction" and judgement thus cloud the senses. Often the quickest way to empower a leader is to criticise. Any judgemental statement may be taken as a personal affront as the boundaries between self and work have become blurred.
2. Shifting the blame to others
Managers are responsible, and in a position of responsibility. It is part of the job description to take responsibility for what happens in the management process. Continually shifting the blame to others, especially when it is not their fault, undermines the responsibility, and ultimately the authority, of anyone in a management position.
It is part of being a manager that the buck stops with you. Your pride in responsibility will often engender respect and admiration as you steer the vessel through treacherous waters.
3. Managing by fear
In a world of carrots and sticks, there are still some who may boast that fear is one of the best-known motivators. Granted, a little fear may seemingly work, but as society in general matures, the old autocratic style has a rapidly depleting life span.
Individuals from all walks of life are beginning to take hold of the empowerment that life offers and the "no" option is slowly triumphing over the hierarchical bullying tactics. Employees who work in an environment of fear will, at best, not perform at their peak, or at worst, may react with anger and aggression if fear tactics persist.
Those who have other alternatives will not stand for constant exposure to a manager who uses fear to motivate. They will leave, helping to create and perpetuate the image of a company or department with a reputation for instability and poor management practices.
4. Having favourites
It is like school all over again. Thinking back to "the best days of your life", it is the rare person who cannot recall at least one teacher`s pet, who attracted mixed feelings from the class. Now that we are all adults, there should be no reason to favour one person over another in the workplace.
Of course, there are always those who are easier to get along with than others, and personality clashes do occur. However, lavishing extra time and attention on one person at the expense of all the others will inevitably breed annoyance and jealousy with disastrous consequences.
5. Demanding rather than commanding
Managers who whine and demand tend to provoke more negative reactions from those being demanded from than managers who command. It is the subtle difference between managers who know they have authority and will be followed, and those who are not sure of their position and who coerce work from their team.
6. Continually shifting the goalposts
One of the first things an industrial psychology student learns is that one of the reasons we work is in order to provide a structure to our lives. At work, most people appreciate structure in the process of work and a clear idea of moving towards a goal or aim.
Continually shifting the goalposts throws this out of balance, creating confusion, instability and insecurity.
7. Aggravating rather than soothing
Conflict is an inevitable part of life and the life of the workplace is no different. A manager who steps in and exacerbates rather than calming excessive conflict is an impediment to the smooth functioning of the team.
Nobody likes to work in a harsh environment that is full of infighting. It is draining and work takes longer to do than it should.
8. Utilising power for their own good
Power is an inevitable part of being a manager. The idea that power corrupts is one that has not been shaken for many centuries and this one will probably prove no different. Employees are quick to pick up on a manager who is using power for personal gain rather than the greater good. Misuse of power breeds an enormous amount of resentment and unwillingness to work.
9. Overly-paranoid and unrealistic
A small dose of paranoia can sometimes be the edge that creates success in business. However, too much paranoia and a slippery grip on the reality of work situations are a bad combination in the workplace. Managers need to be able to realistically assess the needs of a situation and then act accordingly.
10. Complacency
It is a tough world out there and just when you think you are going at full throttle, someone is roaring up behind you, ready to overtake. Complacency is similar to a type of death in the workplace. A complacent manager is one who is not actively and continually assessing the environment and weighing up risks and rewards. One can be complacent only for a short while until everything comes to a grinding halt.
Watch out next time for the top 10 best management practices.
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