7 wealth-destroying management styles
March 12, 2013 11:26 AM
The thats not my job boss
This is the boss that wont get his hands dirty, or even fetch his own coffee. They are terminal excuse factories, becoming so far removed from the day to day operations because the little things are not in their job description. Employees are turned off by this elitist attitude and are always more productive under a boss who gets it.
The buddy boss
Friendships can lead employees to believe that power has been neutralized. They hinder a boss ability to delegate, correct behaviors, create a sense of urgency and make tough decisions. Buddy bosses allow friendships to interfere with decision making and cause productivity meltdowns.
Chicken littles
These bosses are afraid to take risks; they react with fear to company problems, making a mountain out of a mole hill. Imagine a leader thats afraid of angry client number one? Not only are they assuming a position of instant inferiority, theyre instilling a fear-stricken business mindset into their employees.
The inbox slave
Its boss that manages by sitting in front of her computer, responding only to emails, rather than to whats really happening on the office floor. They consider an email response a proper fix to tangible workplace problems. Theyre non-interactive and tremendous time wasters. When push comes to shove, an impersonal management style fails every time.
Corner cutters
This is the boss that will sacrifice quality to save an hour or a nickel. This sets a very bad example for employees working on crucial aspects of production.
The do-as-I-say, not-as-I-do boss
These are also known as the Long Lunchers and Early Exiters. These types of leaders are everywhere. They think the rules dont apply to them. Before you know it, everyone is taking long lunches, making it very difficult for a boss to discipline his staff when he does it himself.
The Act of Congress boss
This is the boss thats so stubborn she needs an act of congress to change her view. This attitude completely shuts down feedback. These types surround themselves with yes-men, preferring team members that follow them blindly over ones that point out potential missteps or foreseeable bumps in the road.
