Inspiration Is More Powerful Than Intimidation 556.2
Why are negative management practices so prevalent?
They include yelling, cursing, insulting (sometimes masked in sarcasm or masquerading as jokes), criticizing subordinates in front of others, threatening demotion or termination, and talking to adults as if they were children.
Why are so many managers insensitive to the demotivating impact of focusing almost exclusively on weaknesses and shortcomings without properly acknowledging successes and accomplishments?
Do they really believe that causing resentment, fear, or insecurity will produce better results than pride, self-confidence, and enthusiasm?
Some managers intentionally use negative tactics because they think it’s an effective way to get people to do what they’re told, but most managers characterized by the people who work for them as rude, inconsiderate, or abusive are totally unaware of how inappropriate or counterproductive their attempts to motivate are. They think they’re just being tough. The people under them think they’re just being jerks.
Many good people act badly when they become the boss because they’re under pressure from their own boss to get results. Maybe they’re simply mimicking the management styles of people they worked for. Or maybe they want to distinguish themselves from ineffective managers on the other extreme who try so hard to be everyone’s friend that they don’t set or achieve high goals or hold people accountable.
Whatever the reason, a far better approach is to treat everyone with respect by engaging and empowering others through inspiration and example. The best leaders bring out the best in people by making them feel good about themselves and their capabilities.
Inspiration is much more powerful than intimidation.
By the way, the same thing is true for parents and coaches.
This is Michael Josephson reminding you that character counts.
What do you think of this commentary?
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Comments
It's nice to see you stressing managerial responsibility and positive attitudes. What I still don't see is something telling companies that covering for corrupt managers who violate ethics and law are doing damage to themselves. Not only that, but managers who don't properly address workplace complaints from employees about their direct supervisors, etc. are not taking care of business. More often than not I see them ignoring complaints, disregarding them as ravings of a malcontent or covering it up. Then someone above them, like a V.P. or Director of a division has to cover for them. In the mean time the employee who was following policy and reporting things is in an impossible position at the bottom rung of the ladder. And let's not forget to address the employers who are angry when a person leaves (for good reason) and falsifies statements to prospective employers and falsifies documents in their personnel files. And I still see background investigators say things, like, "Most people are basically honest." or "Don't worry, we'll know if a former employer is lying to us." That... is total garbage. So here's a question. What do we do to solve a huge problem of currupt management... with lots of power. Did I mention lots of power? -- An employee's life and hard work can be destroyed by these people and they are out there en mass. (You may have noticed from my posting that I'm passionate about this. I'm fighting for my life. I won't quit. And I've see agencies that I thought were the best in the world turn out to be the worst and the scariest.--wish I could go to one of your law enforcement seminars and see what they tell you there.) -- Thanks for what you do and your attention to positive management.
Posted by: Taylor | March 7, 2008 1:00 PM
Thank you Michael for your commentary. Your words are always inspire me to stop, look back, and start again with better character and relationships.
Do you mind that I translate some commentaries and circulate them among friends, which might end up in a community or school newsletter where I live?
Posted by: Ridha Abbas | March 8, 2008 4:29 AM
I have been a long time listener of your program for about six years now. Each and everyone of your comments are compelling and powerful. It makes me a better person. I guess one man or person can make a difference. I think you should run for president :)
Posted by: Nathan | March 8, 2008 10:46 PM
I think your article speaks volumes to those of us who are considered weak because we are kind. Management styles vary among individuals and the most effective managers are those who can motivate people to do as they ask without intimidation. It becomes a win-win situation where everyone feels good about working toward a common goal. Thank you for reminding me of my strengths.
Posted by: Wanda | March 12, 2008 7:03 AM