Managing people is the element that holds the office experience together. Leaders who are able to get more out of their teams will empower their employees, whereas those with a lesser grasp of best practices may be holding their departments back. However, there is no permanent line between good and bad managers. Behavior-based training may be the key to resolving these circumstances, giving supervisors the skills they need to become more effective and embrace habits that will transform the workplace.

Spotting troublesome traits
Of course, sometimes it can be hard to determine which practices are damaging companies' chances. In a Psychology Today piece excerpted from his book on management styles, Victor Lipman noted that many of the behaviors that have traditionally been viewed as strong characteristics of assertive Type A personalities are actually damaging. The key to embracing more productive practices may be realizing the damaging effects aggressive leadership strategies can exert on the team members who need to be inspired and encouraged rather than demoralized.

Leaders embracing Type A management may be harming morale without knowing it. Leaders embracing Type A management may be harming morale without knowing it.

Lipman explained that the conventional wisdom about Type A and B behaviors was not applied to management situations when the research behind it was formulated, or even afterwards, and this may be a major failing. The elements he warned against are typically good in small doses, but dangerous when applied in massive amounts. Lipman cautioned that "most people chafe under too much authority, too much forcefulness, too much control."

The crux of Lipman's argument is that some elements managers take for granted may be severely impacting the morale of other employees. As long as companies don't examine their current practices, these damaging effects may be occurring unobserved. Looking at questions of management and leadership from all angles and improving the behaviors therein could change the tone within companies quickly.

"Ideal approaches to motivation may vary based on the task at hand."

Trying new approaches
Modifying aggressive or abrasive approaches to management could help firms improve their internal tone, but what kinds of practices could fill the need for motivation? TIME's Mandy Oaklander, quoting Journal of Organizational Behavior research carried out in the U.K., stated that the ideal approach may vary based on the task at hand. Simple responsibilities in the office can merit praise and quick rewards from management, but this sort of incentive-based tactic may actually harm worker motivation when it comes to getting individuals through more demanding processes. Employees may actually be distracted from the intrinsic satisfaction of these projects by quick rewards.

Finding the balance between abrasiveness and over-praising in the workforce is a delicate process for leaders today. Fortunately, modern management training courses can help companies equip these professionals with the skills they need.