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Why Faux Management Never Works

Do you ever feel like the bottom is falling out from under you? If so, you’re not alone. This is a perfect visual when you know you don’t have the support you need from your own boss. Every time you make a decision that impacts your department or a direct report your boss is right there controlling your decisions, including your instruction to staff. Not only does this undermine what you want to accomplish, it sends a bad message to your staff and demonstrates a lack of confidence from your boss. It’s a classic case of faux management. For instance, you may have the title and it appears that you have the power to make decisions that impact your staff and department; however it’s evident that you don’t.

The difference between great leadership and lousy leadership is that great leaders don’t faux manage. A great leader values his/her managers, allows them to make daily decisions, delegate duties, displays confidence in his/her managers, leads them and does not manage them. This kind of leader is self-assured and trusts in their team’s ability to do their job.

This over-active control and command, faux management style can bring problems to a company, such as:

  • Kill motivation
  • Erode self-confidence
  • Lose talent
  • Obstruct job satisfaction

An organization needs staff and management teams to be innovators, make critical decisions, take risks and inspire employees. It’s important for managers to know their boss has their back and has confidence in their ability to lead their teams.

Coaching faux management style

If a company is going to be successful it’s important for the organization to be aware and identify defeating management styles that can squash innovation, kill motivation and find morale declining fast like quick sand. If action is not taken to align the organization and ensure their management teams are on-board with the company’s values this can lead to serious loss of talent, customers and financial decline.

It’s important to coach to the:

  • Behavior

Overbearing and controlling behaviors need to be addressed quickly. Understanding the root of the conduct helps to identify patterns, create awareness and replace it with more productive style of leadership. When I interview staff, I hear that they feel their boss does not display confidence in their ability to do the job. The employee may be a well performing manager, liked by his subordinates, and displays good leadership within their team. So why the need for control or faux manage? Most faux managers do so out of the need for control that often has more to do with them than the performance of his or her manager. It could be his/her feeling of job insecurity, fear of failure or he/she could have been inaccurately placed in the position he/she is not suited for.

  • Leadership Competencies

Successful leaders require self-awareness, good communication, people skills, and managing relationships. To have self- awareness and self-discipline is to know when to exercise hands-off delegation, be accessible when staff needs you and have the wisdom to know the difference.

  • Confidence

A leader needs to possess a good dose of self-confidence and emotional EQ. Leadership involves influencing others and self-confidence allows the leader to feel assured that her/his attempts to influence are appropriate and right. They allow space for their management team to lead and avoid trying to sway decisions.


In today’s competitive markets, great leadership is essential. There is no excuse for faux management styles, mediocre or poor management performance. Also, there’s no justification for allowing this style of management to take over a company’s culture and override the guiding principles of an organization. Taking the time to gain leadership perspective both positive and negative feedback from staff, and taking immediate action will prevent good managers from walking out the door and save a great deal of expense. Don’t forget the company’s reputation!

How We Can Help?

At Epiphany Consulting we use the skill, will and hill methodology along with 360 evaluations to consider each potential leader's capabilities. We begin by evaluating the individual's skills, talents and experience they bring to the organization. The first areas we assess are their skills to ensure they are in alignment with their current role, responsibilities and future requirements. The will is the leader's drive. We are all motivated by something and it is different for everyone. It's just as important to know what influences the individual to perform, develop, and excel. The hill is the obstacle and what's getting in the way of their ability to learn, develop, or meet their goals and the company's expectations. Once we have clarified all three areas we help the individual move forward by personalizing the coaching process.

To learn more about creating a Leadership Culture, our leadership models and consulting services, contact us at:

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©  Laura Perez Ehrheart | July 26, 2017

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