This list of obsolete management tips was published by Management-Issues.com.
A manager must never show weakness or ignorance
Many management matadors would perhaps rather die than show any weakness or lack of knowledge to subordinates. This is the reason so many old-school managers have trouble admitting they have made a mistake. It is also why so many of them have problems delegating sufficient authority to subordinates. The reality is that even managers do not know everything. Of course, subordinates are well aware of this. So it is much more constructive and transparent if the manager simply admits to a mistake or not knowing something, then works with the team to find a solution to the problem.
The manager must stick to one management style and apply it to everyone
In the past, few managers considered the individual needs of their subordinates. But today personalisation plays an important role in people management as well. Each subordinate requires a different style in both communication and management. A manager needs to be flexible enough to lead their subordinates in an individual way.
For maximum team productivity, every step of every employee must be followed
This myth leads to micromanagement and consequently to unhappy workers, reduced productivity and a toxic work environment. Instead, to achieve maximum team productivity, subordinates need to be given freedom and progressively increasing authority.
Results and numbers are important, not well-being and other pseudo-psychological fabrications
With this approach, a manager can achieve exceptional success by forcing their subordinates to perform at their peak, but it will always be a short-term success. However, if your goal is sustainable success and a sustainable way of leading your team (which should always be your goal), you need to stop seeing things like well-being and employee mental health as fictions and instead start actively addressing them in order to create a healthy and inspiring work environment.
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