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Bad Bosses, Part 2: 10 Personality Traits of a Horrible Boss

July 8th, 2014

Last week, we explored ten personality traits that make a great boss. While many people in leadership positions may say they possess such qualities, they may be misinterpreting their actions. The best way to fix a problem is to first identify what the issue is, and when it comes to bad bosses, these personality quirks are something to be on the lookout for.

10 Personality Traits of a Horrible Boss infographic-horrible-boss

1. Controlling 

Everyone has had a controlling boss at some point in their career. While many bosses may feel that they are simply setting a high standard and want things to be done correctly, being controlling can have the opposite effect and cause employees to feel constricted and not good enough.

2. Indecisive 

If employees can’t count on their boss to make a decision and stick with it, they will lose trust in leadership very quickly.

3. Resistant to Change 

In today’s four-generation workplace, Baby Boomers and Millennials are often butting heads over the concept of change. Terrible bosses are stuck in their ways and very resistant to new ideas and different ways of doing things. If there’s no room for change, there’s no room to grow.

4. Micromanaging 

When bosses micromanage, things can get ugly. If an employee doesn’t believe that their boss believes in them, they will stop believing in themselves.

5. Leadership by Fear 

Bosses who use fear as a way to motivate employees will not see success.  Read the rest of this entry »

Bad Boss Series, Part 1: 10 Personality Traits of a Great Boss

July 1st, 2014

No one in a leadership position steps into an office and thinks, “I’m going to be a really terrible boss.” In fact, most of the time, leaders start out with great intentions to improve overall management and build a strong team. Unfortunately, that doesn’t always go as planned and frustration, miscommunication and unmet expectations turn good intentions into a “bad boss” reputation.

The truth is that being a great boss requires some strong personality traits. While everyone certainly has their own unique personality, it’s critical to adopt some new traits that will help you become a boss that shows excellent leadership and management skills. Watch your head

10 Personality Traits of a Great Boss 

1. Honesty 

No one appreciates being lied to, especially by someone they look up to or who is in a leadership position. Be honest with your employees, even if the truth stings a bit.

2. Positive Thinking 

A lot of bosses have the tendency to think negatively and be pessimistic about the details. That method of leadership only leads to a negative atmosphere where fear is the driving force. Use the power of positive psychology to create a cheerful atmosphere.

3. Inspirational 

All employees need inspiration. Be that inspirational leader that encourages them to push past their limits and execute their passions.

4. Delegation 

You know when to leave your employees alone. Don’t be tempted by micromanagement.

5. Balanced 

It’s important to have a great work and life balance. Maintain one for yourself and allow employees to do the same.

6. Humble 

As a manager, you are there to help your team succeed. Give credit where credit is due and step out of the spotlight.  Read the rest of this entry »

Generations in the Workforce, Part II: Management & Engagement

June 24th, 2014

In a recent study, 39 percent of Americans planned to retire at age 70 or not at all. This used to be unheard of in the workforce as most generations had originally planned to be happily retired no later than age 65. While some say they simply enjoy working, most people have stated their continued presence in the workforce is due to financial reasons. Nevertheless, this new trend has put four generations in the workplace at once and management is struggling to keep everyone engaged.

When it comes to the management of multiple generations, Deloitte recommends these five guiding principles: management of generations

  1. Embrace flexibility
  2. Foster collaboration
  3. Provide technology
  4. Develop talent
  5. Establish methods of evaluation

Now let’s take a look at specific tactics that can be used at each level to fully engage, motivate and correctly manage each of these generations.

TRADITIONALISTS

Born during the hard times of the Great Depression, members of this generation are often deemed inflexible because of their hard working attitudes and traditional ways. Praise and recognize them for their hard work verbally and publicly. They will not respond well to shout-outs via social media or a flexible working schedule. This generation also doesn’t need to be micro-managed but does expect their manager to be on top of things and correctly inform them of expectations.  Read the rest of this entry »

Leadership Skills Management, Part III: Being the “Bad Guy”

June 3rd, 2014

If you’ve followed our leadership skills series, we hope that you’ve been able to transform your management approach to become an effective leader in your work place, and also in everyday life. In the final part of our leadership skills management series, we take a look at leadership at its most difficult points.

Unfortunately, being in a management role isn’t easy. Sometimes, you have to do the thing that’s best for the team, even when it comes with some harsh looks.

1. Decision Makingmanagement

While you may have the best view from sitting on the fence, a lack of decision making skills won’t score you any points in the management department. Teams need someone who will push for results and make the decisions necessary to reach success. “This skill enables the manager to anticipate problems before they arise and prompts him/her to gather information from multiple sources, evaluate the entire situation in consultation with his/her team mates and then make a sound decision,” says Gabby Bugwadia in her article, Ten Skills Every Manager Should Possess. If you procrastinate and constantly try to please everyone, you will not complete a project. As you develop your leadership skills, you will discover that the decisions you make will not always be the right ones, and that’s okay, it’s a learning process.  Read the rest of this entry »

Leadership in Management Series, Part II: Team Building

May 27th, 2014

We began our leadership in management series last week by introducing three skills that every manager should have. This week, we continue the lessons in leadership, particularly in the area of team building.

As any good manager would know, leadership is about coaching a team to work together and produce results that take the leader out of the spotlight. As Sam Walton says, “Outstanding leaders go out of their way to boost the self-esteem of their personnel. If people believe in themselves, it’s amazing what they can accomplish.”  leadership

4 Leadership Skills to Create Successful Team Building

1. Be a developer, not a fixer.

It is not a leader’s job to fix anyone. Instead, use leadership as a way to develop and facilitate the learning process of the individuals on the team. Identify the team’s strongest assets and place members in those positions they are most fit for. Sure, it may take some coaching and patience, but it is the manager’s job to propel an individual forward and let them discover their talents. It is the development that will most prove how strong the team is. Read the rest of this entry »

10 Leadership Management Skills Every Manager Should Know: Part 1

May 20th, 2014

Being an effective manager is not a skill that is learned overnight. Expert leadership and management skills are developed over time and through a lot of trial and error. However, once a manager does reach this legendary skill level, the job becomes less about managing other people and more about working as a team to succeed. After all, true leadership is when the attention is not focused on the leader, but instead when the team says, “We did it ourselves.” 11

Because these ten management skills are so important and we want to be thorough, we’ve split this series into three parts to review a few skills at a time. Be sure to take a minute and examine each skill; we’d love to hear your thoughts!

1. Leave your ego at the door. 

Leadership and management is not a role for those with big egos. If you are continuously trying to leave your personal hand print on a project when someone else’s would be a better fit, you are dooming the team and failing them. Instead, cultivate your team based off of the best talent you have and make sure to spotlight and recognize that member when it’s appropriate. According to Computer Weekly columnist Kayleigh Bateman, “It is vital that talent spotting and development are treated as a top priority… Managers shouldn’t rush to look for external options as their next leaders could be right next to them.” Instead of being a team with the leadership of one, be a group of strong leaders that has an edge.  Read the rest of this entry »