Artem Grinyakin

The negative impact a manager can have on a self-organising team

Self-organizing teams are a key aspect of any successful organization. They allow employees to take ownership of their work and collaborate together to achieve common goals. However, if a manager pushes their own ideas and devalues the team's achievements, it can be extremely destructive for the team.

One of the main issues with a manager who pushes their own ideas is that it undermines the team's ability to self-organize. When team members are not able to contribute their own ideas and thoughts, it can lead to a lack of motivation and engagement. This can have a detrimental effect on the team's overall performance and productivity.

Furthermore, a manager who devalues the team's achievements can be demoralizing for team members. It sends the message that their hard work and contributions are not valued or appreciated. This can lead to a lack of confidence and self-esteem within the team, which can further hinder their ability to work effectively together.

In addition to impacting team morale, a manager who pushes their own ideas and devalues the team's achievements can also lead to a lack of trust within the team. When team members feel that their manager does not value their opinions or contributions, it can lead to a breakdown in communication and collaboration. This can have serious consequences for the team's overall success.

Just compare these two styles of behaviour.

Manager 1:
  • Micro-managing the team and not allowing them to make their own decisions.
  • Ignoring the input and ideas of team members.
  • Failing to recognize and appreciate the contributions of team members.
  • Devaluing the team's achievements and successes.
  • Fostering a negative and uncooperative work environment

Manager 2:
  • Encouraging team members to contribute their own ideas and opinions.
  • Providing support and resources to help the team achieve their goals.
  • Recognizing and valuing the contributions of team members.
  • Facilitating open communication and collaboration within the team.
  • Trusting the team to make their own decisions and take ownership of their work.

How to improve?

Here is a list of things you can try to do:
  1. Reflect on your actions: Take a step back and examine your behavior. What are you doing that is causing problems within the team? Are you micro-managing or ignoring the input of team members?
  2. Seek feedback: Ask team members for feedback on your behavior and how it is impacting them. This can help you to understand the impact of your actions and identify areas for improvement.
  3. Communicate with your team: It is important to be open and transparent with your team. Let them know that you are willing to listen to their ideas and concerns and that you value their contributions.
  4. Practice active listening: Pay attention to what your team members are saying and make an effort to understand their perspectives. This can help to foster a more collaborative and positive work environment.
  5. Seek support: If you are struggling to change your behavior, consider seeking support from a mentor or coach. They can provide guidance and help you develop strategies to improve your management style.

It is important for managers to support and encourage their team members, rather than undermining their ability to contribute and succeed. By fostering a positive and collaborative work environment, managers can help their team members reach their full potential and drive the organization towards success.

Remember that change takes time. Be patient with yourself and keep working towards making positive improvements.