We’ve been observing unhealthy and toxic cycles for a long time among managers who do not know how to manage, fail to manage, or do not get any long-term assistance.
If you have encountered this in any capacity as a business owner, senior leader, or HR expert, we want to assist you in determining the cause.
We don’t want to undervalue your intelligence right away, but here are six reasons mentioned below that may seem clear to you.
Here are the causes of poor management for the time being:
1). No consistency and no training
They are left to their own devices, navigating the difficulties of people management (getting results through people) as best they can through a great deal of trial and error. There is no consistent training and development.
2). They don’t want to be in the position
Despite the fact that there are no other professional options that would allow them to earn more money, they genuinely don’t want to be managers. They consequently unwillingly accept a responsibility that they innately despise and may even actively or covertly resist. Generally, we think this is quite sad. How many of you actually want to be a manager? is usually the first question people ask when they launch a management training effort. It is unusual to see all hands raised.
3). They lack personal maturity
They hardly have the maturity to manage themselves on a daily basis, much less than others. They lack even the most fundamental personal quality — self-management — that emotional intelligence identifies.
4). They lack social maturity
Even while some people are good at managing their own affairs, they lack social maturity, which is the capacity to engage with others in a positive way. The dysfunction, excessive ego, low team morale, complaints, and turnover serve as examples of this. Imagine having someone in charge of a group who is both socially and personally immature. Or maybe you don’t need to envision it since you’ve already had it (by the way, it is cruel to expose a gathering of people to a sick individual. Life is far too short to work for a worthless boss! It’s also financially irresponsible; maintaining bad management is equivalent to paying someone to make you lose money).
5). They lack the professional aptitude
They are not appreciated by the people they lead since they lack professional competence in a given field, but they are always allowed to hold their posts. Their incompetence is overlooked.
6). They are permitted to fail
Overall, they fail because senior leadership lacks the business and people skills to see how this situation, with all of its knock-on repercussions, is systematically undermining the exact objectives they are attempting to achieve and is hence uninspired to remedy it. Some also predict little change because they are accustomed to low effectiveness.
This explains why talent leaves in situations like this. Their professional and personal tolerance for inexperienced or blind leadership is quite low since they understand what it’s like to be different and to work with healthy, productive coworkers.
One last thing, there are leaders who care about creating and having genuinely thriving enterprises or companies, and then there are some who don’t really care—who are OK with being merely nominally effective and who believe that enough is, well, enough.
Still, if you are willing to take up management as a career, make sure you sign up for strategic management courses at LBTC.
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