The 3 Leadership Styles ALL Managers Must Avoid

June 14, 2018
Manager with his team giving him thumbs down

Just like most people have their own clothing style, so do all employers have their own leadership style.

Although not everyone may be aware of what their style is, there are styles that benefit both the boss and the employee, and those that may need to be changed for everyone’s benefit.

While most articles online will describe positive leadership styles to emulate, today we will describe styles that good bosses may want to avoid.

This gives a good chance to evaluate whether your own leadership skills may fall into this category, and consider how you can improve.


While these types of employers may not strive to make their employee’s lives harder, they may inevitably do so anyway.

Micromanagers are typically the types of individuals that are incredibly hard working, and have a good work ethic.

They usually micromanage because they want to make sure that everything is done correctly; however, by constantly looking over their staff’s shoulder and not trusting them to do their work, they may do a disservice to themselves and their staff.

By constantly checking and being on top of their employees, these types of leaders add to their own workload.

Furthermore, because they don’t trust their team members to manage their own work, they end up having disgruntled employees who take no pride in their work, believing that their boss will just redo it anyway.

Ghost Leader

This type of manager is the complete opposite of a micromanager, and is dubbed the “ghost” leader because he is simply not around.

This supervisor may be so confident in his staff’s abilities to do their jobs that he doesn’t feel the need to intervene at all.

He may therefore make his own load lighter, delegating all his tasks to his employees.

He may even come to work late, if at all, and leave early.

While micromanaging is not good, being an absentee boss is not any better.

While your staff does need room to work independently, a leader is still required to oversee the work, provide valuable feedback and motivate staff by his own hard work.

The Friend

This type of employer almost always thinks she has her employees’ best interest at heart.

She may desire her staff to like her so much, that she tries to become their friend.

She learns everything about their personal lives – their weekend plans, family members, hobbies, etc., and even tries to invite them to spend holidays together.

She goes out of her way to be extremely nice and accommodating to her staff to the best of her abilities.

While this type of boss-underling relationship may start out well, trouble may ensue if the employee does not work up to expectations.

If the boss sees that the member of staff is slacking off, she may have a hard time delivering this negative feedback to the employee that has now become her “friend.”

While it is highly advisable for bosses to be pleasant and considerate of their staff, they need to maintain a professional demeanor that leads to respect and deference to the leader.

Not all leaders are created equal; unfortunately, even bosses with the best intentions may not be serving the best interests of their staff or their own.

Evaluate these three poor leadership styles to see if you need to make some changes in your management skills.

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