Have you ever wondered if you are really a good leader or if your people just don’t let you know that you’re not? Does your organization experience turnover? Do you have a decrease in productivity? Are some people in your organization difficult, if not impossible, to motivate? Are profits suffering? Is your company plodding along in mediocrity, or some level of reasonable performance that has never been taken to the next level of excellence?
Effective leadership is the key to business stability, growth, and profit. Many good leaders believe that if everything was taken from them, they could rebuild a successful business as long as they could keep the people in their organization. An effective leader knows that effective sales programs, people, products, and company reputation all support the ultimate goal of their company: profit. Without profit, nothing else matters. No company exists, nor can survive, with any one of the four important attributes on its own. They all work together to support profitability.
If you’d like to see your business profits suffer, start by creating organizational dysfunction. This simple and easy twelve step process can be employed in a variety of ways. One way is to learn and apply one dysfunctional skill each month. In one year, the organization will be fully dysfunctional. Another method is to learn a few at a time and use them intermittently over the course of that same year. As new dysfunctional skills are added to the management skill set, they can be used randomly and will effectively confuse, confound, and frustrate the employees in your organization.
Note: Throughout this site, the pronoun “he” is used in reference to the manager. The use of this pronoun is used only for convenience. It was preferred to avoid the awkwardness of continuously writing “he or she”. In all reality and practicality, all of the outlined techniques for ineffective management can be used effectively by both male and female managers.
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Step 1 - Huffing and Puffing |
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Huffing and puffing is an effective step that most managers make toward organizational dysfunction.
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Step 2 - Failure to Develop Employee Skills |
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An effective step in creating organizational dysfunction is failing to develop people.
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Step 3 - Process Imbalance - Too much and Too Little |
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Another step in creating organizational dysfunction is throwing process out the window.
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Step 4 - Never Explain Why |
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Failing to explain “why” is an important step in creating organization dysfunction.
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One of the most enjoyable steps in creating organizational dysfunction is the witch hunt.
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Step 6 - Don't Bother Listening - or Speaking for that Matter |
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Another step in creating organizational dysfunction is lack of listening and effective speaking.
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Dysfunctional Management - 12 Steps 