Join getAbstract to access the summary!

What Your Team Won’t Tell You

Join getAbstract to access the summary!

What Your Team Won’t Tell You

The 7 Management Fails to Avoid

Berrett-Koehler,

15 min read
9 take-aways
Audio & text

What's inside?

Not getting the results you want from your team? Change how you lead to supercharge performance.

  • 0.5×
  • 0.75×
  • 1×
  • 1.25×
  • 1.5×
  • 1.75×
1×

Editorial Rating

9

getAbstract Rating

  • Well Structured
  • Concrete Examples
  • Engaging

Recommendation

Managers have an enormous influence on how their people experience their jobs. In this engaging read, employee development strategist Tanya Uyigue uncovers harmful leadership behaviors and suggests helpful alternatives. Your team likely knows if you’re making these mistakes, but they probably won’t confront you about them. So, Uyigue provides a useful mirror to raise your self-awareness: seven recognizable archetypes of leadership gone wrong. She explores the fears and pressures that can lead to poor managerial habits and offers practical strategies for replacing toxic tactics with supportive leadership.

Summary

Good management starts with recognizing your impact on others.

Managers play an outsized role in either helping their teams and organizations succeed or undermining their efforts. People usually hesitate to tell their boss that he or she is impeding their work, but that doesn’t mean they don’t feel the impact of managerial mistakes. The symptoms are clear: When managers treat their team members dismissively or disrespectfully, performance suffers and retention plummets.

Leaders’ poor managerial habits — as evidenced by seven problematic archetypes — usually stem from fear or insecurity. But regardless of what is driving you to be a “micromanager,” “absentee” boss, “spotlight seeker,” “gatekeeper,” “burnout creator,” “culture enforcer,” or “toxic optimist,” don’t panic. You can replace these negative behaviors with alternatives that will boost your profile and enhance your team members’ workplace experience, growth, and well-being.

Instead of micromanaging, start delegating.

Micromanaging can feel like a form of self-preservation if you see your team members’ errors as potentially damaging to your reputation or career. New leaders are particularly vulnerable...

About the Author

Tanya Uyigue is a career development expert, speaker, and content creator. She trained as a professional coach through the Institute for Professional Excellence in Coaching (iPEC).

Comment on this summary