By Gretchen Barton, writer for National Association of Sales Professionals
Unfortunately for the American worker, management skills are not
always taught in the way they should be. Many books and articles have
been written on the subject, but most management skills are most
powerfully taught on the ground, experientially. As a result, new
managers, for better or for worse, often just mimic what their former
managers did when they were under their charge. Many an employee has
been subject to a difficult manager, and while these experiences are
certainly unpleasant, they’re also learning opportunities for those who
wish to avoid the mistakes of those who have come before. Here are some
habits inspired by bad bosses of this author’s past to avoid practicing in management.
Being overly controlling: Managers who enjoy their
status can often be overly controlling. Whether it’s micromanaging their
subordinates or creating impossible rules to follow, being overly
controlling can discourage workers who are self-motivated, hamper
creativity and create a culture where all employees become overly
dependent on managers to do their job.
Can’t admit mistakes: Albert Einstein once said that
“anyone who has never made a mistake has never tried anything new.” If
Albert Einstein believes that mistakes are necessary, certainly managers
can make mistakes. And they will make mistakes. It’s only human. But
it’s wrong for a manager to not admit when he’s made a mistake. Mistakes
happen, but not admitting them sets the wrong example.
Double standards: Managers who give out mixed
signals by saying one thing and doing another only frustrate and confuse
their staff. When the one rule of thumb is, “Do as I say, not as I do,”
you can be sure that double standards are in place. Managers with
double standards often model the very behaviors they want to eliminate
in their staff, from being late to work to being a workplace gossip to
failing to continually improve and strive for excellence. Managers have
the privilege of setting the tone at the workplace, and if the tone is
positive, the workplace will reflect that.
Punish the good, reward the bad: Along the lines of the double standards principles, managers who are often intimidated by their better employees will find ways to punish
and ultimately bully their best workers. At the same time, managers
will reward their worst workers. Why? Because punishing the good and
rewarding the bad is a way for managers with low self-worth to feel
better about themselves. It’s also a way to destroy a business.
Certainly, managers play an important role in creating a business
culture which is positive, growth-oriented and stimulating for the
workers they are supervising. While management skills are often picked
up from managers who have come before them, new managers have an
opportunity to take the management skills they’ve learned and
consciously use them or discard them based on whether or not they are
skills which grow a healthy business.