Tackling Managerial Challenges of Our Time


Getting leadership training too late

Let’s face it. We have fallen flat on our faces in leadership training. Harvard Business Reviews shows that on average, people only get their leadership training after being in a supervisory role for a decade!


Managers developed bad managerial habits, which got ingrained during the untrained period. Pouring more money into leadership training programmes doesn’t churn out better leaders because it’s often too late for the managers to unlearn their bad habits.


The three types of problematic managers

As a recruiter, it is my job to understand why people want to leave their company. The most common reason provided is the presence of inadequate leaders. There are usually three types of problematic managers. On one end of the spectrum are those overly authoritarian who want only a ‘yes’ from their teammates. On the other end are those who are overly friendly, shying away from the responsibility to lead altogether. The third type is a schizophrenic mix of the two.


The three golden rules of good leadership

Managerial style plays a big part in employee satisfaction. While this article can’t cover everything about good leadership, it offers three rules of thumb that succinctly define it  — essential insights to consider before your turn to engage in leadership training.


  1. Be humble and lead by example

Being promoted to a manager doesn’t give you the permission to ask your subordinates to bring you coffee and printouts. Instead, focus on leading by example and don’t be afraid to get your hands dirty. Do exactly what you expect your teammates be doing, such as meeting deadlines, be punctual to meetings, honour promises they’ve made, etc.  Respect from your subordinates isn’t bestowed with a title, it must be earned.


  1. Be compassionate and cultivate positive sentiments

The line between a demanding manager and a workplace bully is razor-thin nowadays. What seems acceptable in Charlie Chaplin’s Modern Times could be considered bullying behaviours. Examples include, ‘intimidating or undermining employees by demeaning their work standards, not giving them credit, setting them up for failure and constantly reminding them of old mistakes’, ‘sending aggressive emails or notes’, ‘giving hostile glares and other intimidating gestures’.


Not only is it unacceptable, but modern leadership training also tells us that negativity can be toxic and contagious in the workplace. It creates a downward spiral of work morale and productivity. Next time when you want to address your subordinates’ mistakes, it’s crucial to do it with respect and encouragement.


  1. Be generous with compliments

Studies identify that recognition is one of the most important drivers of great work and a genuine ‘thank you’ can increase the likelihood of employees bringing their extra effort by 69%. Recognition that is specific, timely, personal, and relevant to the organisation’s bigger plan are generally more effective. 


If you feel confident in your understanding of these principles but need help finding a leadership opportunity, we are here to assist you in spreading your wings!

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