5 Types of Managers That Fail, and How to Avoid Their Mistakes

By Rafael Maga?a

New managers often try to manage their team as a competitive business, playing Machiavellian games to force good work out of employees with fear and uncertainty. But instead of making their workers productive and efficient, these managers turn their teams against them, leading to poor performance, and no manager can succeed while their team flounders.

Instead of playing competitive games, smart managers lead with proper planning and direction, keeping out of the way when they're not needed and dealing with problems quickly when they appear. Intelligent managers gain the trust of employees with the peace of mind that follows from stable, consistent action. To make your team and your managerial reputation ironclad, keep these five failure-prone management types in mind so that you can avoid their mistakes.

1. The One-Size-Fits-All Manager

Some managers try the same approach in every situation. But managers are in the business of people, and people come in many varieties; what motivates one might not work for another with a different personality. What works for one project might not work for another that requires different schedules and hierarchies.

Good managers are flexible and always learning. They stay on their toes, examining and reexamining problems. When faced with challenges, take a step back and consider if your usual approach is useful. When starting a new project, think about what the plan needs rather than trying to force it into a rigid preset structure. When an employee is unproductive, try to figure out why before taking action.

2. The Divide and Conquer Manager

Thinking themselves the second coming of Ayn Rand, many managers try to run their team like a free market, playing team members off each other, and forcing them into competition for praise and advancement. However, employees in these situations often find it's easier to backstab their competitors than to do their best work.

Ed Lambert tried to run Sears with this management style. He thought that forcing teams into competition would force good work out of them, but as Bloomberg reported, "the divisions turned against each other," and they pursued strategies that worked against the company as a whole.

Your team already has enough to handle without piling cutthroat office politics on top of it. Instead, make it clear that you reward good work, not just comparative returns. Keep an eye on how people work as well as a result. If necessary, make people work together on projects to encourage team play instead of competitive individualism. 

3. The Low Self-Esteem Manager

In an attempt to keep control, some managers surround themselves with employees who won't threaten their position. These managers are so afraid of their failings that they make sure their employees are even worse. Unfortunately, unthreatening employees don't usually make productive team members, and teams filled with yes men and mediocre talent do not perform well, hurting their manager's position in the long run.

Even Machiavelli admitted that leaders needed to surround themselves with skilled, talented people. As he wrote, "the first thing one does to evaluate the wisdom of a ruler is to examine the men that he has around him."

If you run your team well, you should not have to worry about being threatened by your best performers. Well-run organizations trust their leader, and if you're lucky, talented employees will move up in the company, becoming your peers and allies.

4. The Blind Micro-Manager

When faced with problems, some managers hover behind their team, controlling every aspect of their work instead of letting employees work independently. Of course, sometimes a manager does need to step into to figure out where problems are. Occasionally complete reorganization is necessary. However, micro-management implies that a manager doesn't trust their team, and their team will resent the suffocating environment.

If your team needs to change, take the time to reassess, but don't get lost in micro-management. Complete your reassessment promptly and then step back to give your team the independence necessary to work well. The workers will appreciate your trust, even more so if your overall plan is well thought out.

5. The Aloof, Separated and Secretive Manager

On the other hand, some managers avoid talking with employees at all costs, keeping their goals and plans to themselves, which makes their decisions unpredictable and stressful for employees who never know what to expect. Their teams resent the lack of direction and purpose, and they stew in their problems, which then fester into more substantial issues that they can't avoid.

Smart managers provide vision and direction for their teams, with clear expectations and rewards. Their teams trust them because they understand what needs to get done and are given the responsibility to do it, succeeding or failing on their merit.

Be your team's leader, giving them the planning and direction they need, and dealing with problems as they appear. But remember to get out of the way when you're not required so your team can get down to their essential work uninterrupted.

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Copyright August 21, 2018 by Rafael Maga?a. Contact for usage license. Please share article with your peers.

About the Author: Rafael Maga?a helps organizations grow. Helps leaders accelerate strategy implementation in their organizations. He specializes in donor-centered, fundraising philanthropy. Manager of Midlevel Giving at the Hispanic Scholarship Fund. He helps raise funds to help Latino students prepare, plan, and pay for college. Resides in California. UCLA Alumni. 

Follow Rafael on LinkedIn and on Twitter: @RafaelMagana

Disclaimer: Opinions expressed are solely my own.

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