People Don’t Leave Bad Jobs, They Leave Bad Bosses. Here’s How To Be One Of The Best.

Where do you fall on the good vs bad bosses spectrum? Today we're giving you you the right direction to become the ideal boss at your company.

People Don’t Leave Bad Jobs, They Leave Bad Bosses. Here's How To Be One Of The Best. - Lioness MagazineFor those of us who have taken on, or are about to take on leadership roles, it is important to fully understand what skills are necessary to keep employees satisfied and productive. Some of us need to look no further than our own job history in order to recognize the clear differences between good management and poor management.

When we think back on all the positions we have absolutely dreaded throughout our careers, there is usually one component that stands out: a “bad” boss. We’ve all had to endure a wide range of personality “quirks” and poor management styles that have sent us running for the door – or at least to an online job site that can offer a promise of escape from the daily hell experienced at work. Chances are that those memorable managers and supervisors we still cringe over never received the proper training to oversee a team effectively.

Now, think about all the jobs you have really liked, or even loved. There is probably a smile forming on your face as you reflect. What was so great about those positions? Maybe you received the respect you deserved. Maybe you loved the people. Perhaps the work itself was doled out in a way that was manageable and inspiring. Situations like that are never accidental. They are the result of great bosses who create an atmosphere of productivity and positive attitudes that impact the entire team, from top to bottom.

So, how does one receive the right direction to become the ideal boss? Unfortunately, there is no guarantee that your career path will seamlessly infuse that knowledge into your skillset – especially if you have no mentor or role model to take cues from. This is where one-on-one corporate consulting may come in handy. Oftentimes, this type of expert guidance, otherwise known as executive coaching, can be extremely helpful in getting team leaders to cultivate a professional environment of productivity, and in turn, loyalty.

Through years of study, research and working with top executives in the corporate world, Dynam Consulting has identified a collection of ineffective management strategies that seem to be a major cause of resignation among unsatisfied employees. Here are a few do not’s in the world of leadership that you may be familiar with:

  1. Credit Where Credit Isn’t Due…

Employees feel most satisfied when they feel accomplished and recognized for hard work. Oftentimes, bosses will take credit for work that they had little to no hand in. Ultimately, this leaves employees feeling slighted and underappreciated.

  1. Flow Disruptions

When in the middle of an intense collaboration, bosses will often drop in to criticize or bark orders at the team without an understanding of the process underway. This not only halts productivity, it causes employees to second-guess their approach – leading to creative paralysis and dissatisfaction in the office.

  1. Playing Favorites

This one is self-explanatory. When bosses become overfriendly with certain co-workers or consistently favor the ideas of a few out of the entire staff, proactivity declines and resentment becomes a major issue in the workplace.

Do any of these behaviors ring a bell? Unfortunately, they are all too common in the workplace. And, we can all be guilty of them from time to time, if we don’t keep ourselves in check. So, how will you ensure that your team remembers you fondly? The answer could potentially lie in the realm of corporate consulting, which can include optimal performance training for executives, with sessions in business strategy, goal setting, leadership and execution. By leveraging the collective knowledge and insight of each client, intense, one-on-one consulting can help executives achieve and deliver consistent and lasting results. These types of programs help separate the good bosses from the bad bosses. In turn, employees are simply happier, more productive, and much more likely to stick around – as opposed to heading for the proverbial door.

boss 2Dr. Theresa Ashby, PhD, MBA, is the president and CEO of Dynam Consulting. A strategist, advisor and thought-partner by nature, she motivates professionalism and helps clients create a culture of empowerment by delivering groundbreaking strategic plans and processes. A published author and high-profile leader who understands from a variety of perspectives the multi-layered needs of organizations, she managed the start-up and operations of three major hospitals collectively representing $1.7+ billion in capital investment and transformed a struggling $500 million project into one of the company’s greatest successes. For more information, please visit


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