Management — Should you be fired?
Would your team fire you if it was in their power?
If your employees were to take a closed-door poll of how you’re doing as a manager, how do you think they would vote? Are you confident that you have their respect, their trust, their reliance on you to perform adequately as a manager? Or would you have misgivings, concerns about how you’d score? If you do have concerns, chances are that you already have an at least an inkling of what your drawbacks are. If your employees could fire you, would they? What’s your management style? Does it work?
Micromanager
Do you feel that you must be involved at all levels in order for any project to be completed in a timely, efficient, and productive manner? Do you suspect that without your attention to all the details, the project could not be completed? Are you involved with every project at the same level of intensity and intervention? You may be doing your team a big disservice by demonstrating that you obviously do not have enough trust in their experience and know-how to carry out a project on their own. While a manager should give project definitions and goal-setting directives, you are killing initiative and the sense of responsibility your team should have if you get yourself overly involved. It’s fine to set delivery dates and allocate certain tasks, as well as to ask for updates on how the effort is going. It is not fine to demonstrate that you have little faith in their ability to complete the task at hand unless the reins are all in your hand.
Directorial and non-inclusive
You call all the shots, and truthfully are not interested in “group participation” or input, not even enough to fake it, because you are sure you are the only one with all the answers. You don’t even give lip service to “teamwork” because you have no desire to let it get started in your management system, to slowly creep into a system that is just fine the way it is [as far as you're concerned] — with you in charge and calling all the shots.
If you start to weaken and let everyone else’s ideas go into the pot, you’ve lost all control, right? Or are you just so afraid of anyone questioning your methods and shining a spotlight on your failures?
One of the other sinister results of this kind of leadership is the fact that you have locked out everyone else’s ability to shine — even their DESIRE to shine.
Once again, remember: it’s not all about you — it’s about your team. But if, by some magic, your team is highly regarded, it will reflect on you. Fascinating concept — yes? By stepping back and letting the light shine on your great team, you still win.
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