Guerrilla warfare in management

[mstakh.i.mom.i]

No-Go's in leadership
But where do these feelings come from that an employee is just doing his job by the book? Below I'll show you some no-go's and explain them in more detail. You can use this list for your own management and see if you can even avoid some of these no-go's from time to time.

micromanagement

brakes
occupational therapy
ego show
Constant growth
If you want to control everything and practice micromanagement , employees will telecommunications email list eventually react in defiance. " If the boss wants to decide everything, then fine - then I'll just stop thinking. " The consequence: As a manager, you will no longer be able to keep up, because employees ask a thousand questions about every task and every little thing escalates to you - you want to decide everything - then fine!

I have often encountered another no-go in my time as a management consultant. For example, if you make PowerPoint slides for an important decision, every management level wants to leave a mark on the concepts - every manager has to change something in some way. So you sit there and change the slides, be it reformatting all the tables or making all the corners rounded and text left-aligned. It is precisely this kind of petty war that can encourage a "work to rule" attitude.

The next point is braking . Young people in particular are often told: "Just do this for four years and then we'll see what happens next ." You're running into a wall that can only be overcome by age, not ability. Sentences like: " I wasn't a manager when I was your age " don't help either. As a young person you think: " Well, I'll just do very little for four years and then I'll get promoted ." The consequence: after four years, motivation has been trained out and you're not promoting a motivated talent, but someone who will rush out of the office at 5 p.m.