Here are some of the main takeaways to consider with the following infographic.
1) Too much or too little.
Leaders who micromanage tend to be just as ineffective as leaders who allow anything to go. A micromanager can find themselves dealing with an unmotivated staff, employees who are far too dependent upon your leadership, and a work rate that is not going to be as efficient as it could be. Taking a stance that believes anything goes is also problematic, as it can lead to a lazy workforce, deadlines that aren’t being met, and diminished efficiency.
2) Autocratic isn’t always effective.
A leader should have the ability to make sound decisions of their own. However, a leader who makes all of the decisions can become an unpopular leader before long. This is because the autocratic style of management often leaves employees stuck with work they don’t agree with, or work they don’t think is going to be effective. In a similar vein, a dictatorship management style can create many of the same problems that you can find with the autocratic form of leadership. Keeping all of this in mind, a leader who rigidly maintains discipline is often going to encounter all of the problems that were mentioned before. Stagnation within the company is a common consequence of a leader who is too involved in the work of their employees.
3) Charging ahead.
Leaders who charge ahead can find themselves overwhelmed by the risk involved. It also negates the quality of patience, which is a crucial element to effective leadership. Furthermore, managers who indulge complete self-reliance may find themselves cut off from the crucial connections to employees and other members of the team.
4) Too consistent.
Leaders can also be too consistent, in terms of their management style. A manager who is too consistent tends to be a manager who is also inflexible, which can make it difficult for employees to develop their talents, or for the company as a whole to embrace innovation in the most productive way possible.
5) Seagulls and screamers.
Consistency is still important with management, even if there is something to be said for too much of it. Managers who feel compelled to make their feelings known by screaming are not only going to be unpopular, they aren’t going to be very effective either. By the same token, managers who only appear when there is a problem are also difficult to work with. Strong leadership avoids both types.