I have watched with interest, many managers who have had a hard time adapting to the way things have changed over the last couple of decades. They still attempt to manage in that old “command and control” culture.
One writer mentions, “… those who follow will no longer accept old fashioned leaders, full of authoritative ideas and who impose new management techniques on others. They want leaders with well- rooted human values and who will respect talents and contributions given by others.
It reminds me of what Mike Ditka, the former coach of the Chicago Bears football team had to learn. He had a great season one year and won the super bowl. The players on the team were extremely talented, and when he would rip into them, they were able to just shrug it off and go on with their jobs.
A couple of years later though, he had a lot of new, younger players, and when he attempted that same style of bullying, it brought great demoralization to the team. They weren’t able to respond and go out and get the results that Ditka expected. As a result he had to change his style and become much more motivational than dictatorial. The result was that the young men responded and played much better.
Diane M. Eade concurs with this when she wrote a while ago:
“An autocratic management style feeds high staff turnover and low employee morale. Low morale, in turn, causes a decline in productivity and in the quality of service... In short, motivational management produces better results; those who focus on positive reinforcement rather than fear and intimidation will be the successful managers in the next millennium.”
We must learn that the way of management has changed, and the desired results can no longer be attained by imposing of our will alone.
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