The Difference Between a Great Leader and a Bad Manager

WHY DOES LEADERSHIP MATTER? 

Recent surveys have revealed a serious lack of leadership in our organizations. Some have uncovered a shockingly low level of employee engagement, around 33%, due to this managerial deficit. Companies are not investing in leadership skills and fewer employees participate in leadership development programs. This directly translates to fewer natural leaders being discovered in the workplace and fewer people being trained in good leadership when they will inevitably be promoted to managerial roles in some capacity. Leadership matters because without it, there is nothing for other employees to follow. There is little to no inspiration, poor organization, ineffective or nonexistent conflict resolution, and an overall lack of cohesiveness and positivity. 

That is a recipe for mass resignation. 

WHAT MAKES A BAD MANAGER

We’ve all had a bad manager at some point. Whether it was at the local fast food joint,  flipping burgers in high school, or a current position for a successful law firm, bad managers abound, no matter the success scale. 

Lack of Communication 

Managers are supposed to provide a balance between the goals of the organization, as well as the goals of the team members. Good leaders are supposed to be clear and inspirational in their communications. Unfortunately, many managers lack the skills to communicate the vision of the company on a consistent basis, leaving the team lacking focus. A bad manager might even change goal directions often or be ambiguous in their communications, leading to confusion and frustration with what is expected of employees. 

They also struggle to fit people into their best place within the team in order to meet company and personal goals, which prevents employees from their purpose and motivation. This combination ends up with a lack of focus, vision, and capability. 

A bad manager may also struggle to give or take feedback. A harsh style of feedback often does not bring the wanted results. Feedback must be a balancing act to provide guidance while keeping positivity. In the same way, they might not be willing to hear feedback. A stubborn and ego-driven manager will see and present themselves as all-knowing and in the right, even when their behavior or style is not working. They might also dismiss other ideas that would help the company out of ego or spite, or even withhold information that could be helpful for employees. 

A leader’s inability to communicate positively with their team winds up in a toxic environment where employees begin to quit left and right. 

Toxic Environment 

Bad managers bring down the mood and functionality of a workplace. They do not actively care about the employee’s wellbeing in terms of skill or personality placement. Or they are of the opposite management style, and play favorites with some team members, offering preferred shifts and tasks. This is a toxic and childish management style. Favoritism or obvious dismissal of individuals like this is a perfect recipe for a leadership nightmare. Friction between employees and management becomes inevitable. Trust is broken down and often cannot be repaired. 

While a great leader will ensure a constant base level of positivity, a bad manager often does not care, or does not see, when morale is low. Low morale is a killer for effective teamwork, sometimes bringing the workflow to a complete halt. Employees will quit if they feel toxicity, negativity, and little purpose. 

WHAT CREATES A GREAT LEADER

Leadership often feels like a skill reserved for military officers and CEOs, but good leadership is a collection of skills we should all practice. It creates a positive and fluid environment that lends itself to function and efficiency in any relationship. The same principles that make a great leader are the same that make a great parent, spouse, teacher, nurse, firefighter, etc., so it is important, no matter who you are, to begin practicing these skills. They will come in handy when least expected. 

The basics of leadership are a mix of communication, conflict resolution, inspiration, and guidance. Team leadership is often seen as intimidating, but with the core skills of leadership covered, it becomes much easier with real world practice. 

Inspiration

One of the biggest responsibilities of a leader is to keep everyone on the team focused on the overall purpose, as well as the daily tasks that ultimately achieve that mission. The leader’s responsibility is to see both the vision of the organization, and the vision of the individuals they lead, to align the individuals best in the team to utilize everyone effectively. This managerial style also maintains a sense of purpose and inspiration as people work in a team, helping them to see how and why they are there, and the direct support they provide to their teammates. 

Conflict resolution

Of course, creating a well-oiled machine of a team is not always easy. Where there are people, there is conflict. A great leader knows when and how to solve the roots of conflict. Conflict usually comes down to communication issues. Surprisingly, or maybe not so, most workplace conflicts are between a team member and a manager. This is most often due to style differences. A great leader will recognize where a person under their management needs a different approach in communication, encouragement, feedback, team placement, or even a simple schedule change. One simple change could create a whole new dynamic which solves current and prevents future conflict. 

Guidance

The key to leadership is, of course, guidance. But this is too often overlooked as a given. Guidance is more than advice or assistance, it is a skill that can foster someone’s personal growth. Constructive feedback is one of the best ways to guide team members to their potential, as well as the overall potential of the team. 

If you haven’t heard of the “compliment sandwich,” it is a wonderful tool in any interaction that requires criticism. The compliment sandwich refers to the feedback structure of complimenting someone, then giving them a criticism, and then another compliment. For example, if a team member has been lacking a bit on their punctuality, a good leader might say something like:

“Good morning John! You have had such a great attitude around the office lately. When I hear people laughing, I know you’re responsible for the mood booster. I have noticed some tardiness this week, which unfortunately keeps us all from those extra 20 minutes of your morning jokes that get us going.” 

This tactic hides the critique inside of John’s ability to heighten office morale. It reminds John that he brings something important to the workplace, and those 20 minutes of his presence in the morning are important to his team. 

And to top it off, a good leader will also ask if there is anything they can do to help get John back on track: 

“Is there something holding you up in the mornings, or is there a way I can help accommodate a shift in schedule?” 

This interaction shows empathy and appreciation for the employee, care for the company that you both contribute to, and an approachability that encourages ongoing communication. Guidance is a two-way street to keep each other on the right path. 

Communication

All of these basics of leadership have in common one thing: communication. 

Managing different personalities can be tricky and sometimes lead to conflict, but a good leader understands this at all times, and optimizes the team structure accordingly. The team should be set up to support fluid and effective communication, with two-way channels for positive feedback for everyone. Good leaders not only ensure communication between themselves and their team members, they also facilitate communication between teammates. 

A great leader will also do what it seems on the surface that a good leader should never do: admit when they are wrong or don’t know something. It is not a leader’s job to know everything or be right all the time. The leader’s need to be right will become apparent to team members quickly, and trust will erode. The responsibility of a leader is to be honest and facilitate an open environment. That can’t be accomplished if a stubborn ego gets in the way. 

This combination of communication creates an overall sense of ease, trust, and collaboration, which allows a team to thrive. 

CONCLUSION: 

Effective management techniques don’t have to be as complicated as they sound. When it comes down to it, good leadership is simply about communication and morale. It is easy to begin practicing leadership skills in everyday life. Whether you are preparing for a promotion, or expecting a new baby, leadership is a necessary skill that is lacking in our society today, but one that will take you very far. It could land you your dream job, or help save a life in an emergency. Or simply have a basis for a functional and efficient life. 

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