It’s very easy to underperform once you reach a position of power.
Everything can be delegated through authority.
This is why many managers become incompetent.
Everything can be delegated through authority.
This is why many managers become incompetent.
When they start off, they do everything they can to attain management position.
But once they occupy the position, their competence slips off.
Why?
Because the allure of abusing your power is too strong.
But once they occupy the position, their competence slips off.
Why?
Because the allure of abusing your power is too strong.
Bosses/board members who appoint individuals into management position,
do so on the basis of past performance.
But they also assume the level of performance will be consistent into the future.
Poor assumption.
do so on the basis of past performance.
But they also assume the level of performance will be consistent into the future.
Poor assumption.
So what happens is that as soon as they appoint someone into management,
they cease to monitor their performance.
Partly because they trust the individual, but mostly because no one has time to monitor managers all the time.
they cease to monitor their performance.
Partly because they trust the individual, but mostly because no one has time to monitor managers all the time.
This is why you end up getting sociopathic managers in positions of power who are incompetent.
Their past performance was simply to attain a short term goal.
Now it’s all about delegating and abusing their power.
AND making sure NO ONE rises to the top.
Their past performance was simply to attain a short term goal.
Now it’s all about delegating and abusing their power.
AND making sure NO ONE rises to the top.
When you are met with such resistance, the only way to topple a toxic manager is to,
create a direct route of communication with the owner/boss,
while generating popularity with your coworkers.
But this requires competence and charm.
create a direct route of communication with the owner/boss,
while generating popularity with your coworkers.
But this requires competence and charm.
What separates a good manager from a bad one,
is the “purpose behind their delegation”.
If they delegate because they have more pressing matters directly associated with the growth of the business,
they are good managers.
If they delegate because of power,
they’re bad.
is the “purpose behind their delegation”.
If they delegate because they have more pressing matters directly associated with the growth of the business,
they are good managers.
If they delegate because of power,
they’re bad.
That’s one element.
The second element, is how effectively a manager delegates.
Is their word respected enough for the staff to execute on what’s been delegated?
The second element, is how effectively a manager delegates.
Is their word respected enough for the staff to execute on what’s been delegated?
A good manager is like a good father.
If they’re absent, in time the business/family falls apart.
Delegation, execution, direction and guidance.
A bad manager is like a drunk father.
In their absence, things operate smoother with less tension, albeit no direction.
If they’re absent, in time the business/family falls apart.
Delegation, execution, direction and guidance.
A bad manager is like a drunk father.
In their absence, things operate smoother with less tension, albeit no direction.
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