Source | Forbes : By Liz Ryan
Now that we have more or less adjusted to life in the new millennium, we are beginning to see our institutions through new eyes.
We see how the Godzilla edifice of hierarchy, rules and control mechanisms in place in nearly every medium-sized and large employer has hurt working people and customers alike. Smart businesses are nimble and responsive — everything a bureaucracy-choked organization cannot be.
Smart organizations prize and praise their team members. Old-school, top-down bureaucratic organizations don’t dare to value employees, because that might send the message that every employee is not an easily replaceable cog in the machine. Employees might start to feel significant.
Every manager has only two tools in their tool kit. One tool is fear and the other is trust. Trust takes time to build, but it carries you and your team over obstacles in your way.
Fear is fast. It’s expedient.
Employees jump to follow instructions when you threaten to fire them if they don’t.
They respond in the moment — but how committed can they possibly be to a manager who uses fear to “motivate” them?
There are strong managers in the world and there are lots of weak ones.
Weak managers are people who don’t speak with their own voice. They may not even know what they believe until their manager tells them.
Weak managers are people in fear. They have lost their way. They have devolved from their human form to become pod people. We can feel sorry for them — but you don’t want to work for someone like that!
Here are ten cowardly things fearful managers do when a surge of panic hits them. If a cowardly manager does one of these things to you, you’ll learn how to spot a fearful manager the next time you’re on the market.