This list is based on an article on the Toastmasters International website.
"This is not my problem."
Above all, a manager must be a partner to their subordinates. They should be part of the team and therefore treat any problems their subordinates have as their own. If you refuse to lend a hand and leave the worker to deal with the issue themselves, all you will achieve is to show you are not a useful part of the team.
"I don't have time for you right now.“
Yes, managers are often busy. But they always have to make time for their subordinates. Especially if there is a serious topic do be discussed. Keep in mind that time spent with subordinates should be an absolute priority for you.
"What am I paying you for?"
Motivating subordinates is a very complex issue and consists of many layers and parts. And, surprise surprise, money is often not the only motivator at play (and often not even the main one). If you feel the need to remind employees that you are paying them and therefore they should do what you want, something is obviously very wrong.
"I am better at this than you are."
A manager must not elevate themselves above their subordinates. Instead, they should respect them and treat them as individuals, each of whom has their own strengths. Allow your subordinates plenty of room to do things their own way. Never try to justify anything by just saying you know more than they do about some issue.
"Why? Because I say so."
Just because something is your opinion does not mean it will have a motivating effect on other people. If you have to resort to such phrases, you have clearly not explained sufficiently to your subordinates what they should do and, above all, why they should do it.
"I do not want to hear any excuses."
This is closely related to the phrase: "Look for opportunities, not obstacles and excuses." Both these phrases are completely empty, usually solve nothing, and only frustrate the workers who are obviously solving problems.
"This is how we have always done it."
Claiming that something must be done a certain way because that is how it has always been done is a fallacious argument. As a manager, you should try to encourage subordinates to seek new opportunities, not keep them artificially in the status quo just because you are used to it.
-mm-