In recent blogs, we explored effective leadership approaches that help small business owners succeed. But many leaders still struggle to manage employees well. In fact, a study by Cake.com found that only 29% of employees trust their leaders, and just 20% believe they’re managed in a way that helps them work productively.
If you feel frustrated in your role as a leader, it may help to recognize which management styles are ineffective—and more importantly, how to correct them. Let’s look at four of the most common ineffective leadership styles and practical ways to overcome them.
Micromanagement
Micromanagers closely monitor every action their employees take. They resist delegating, and when they do, they often interfere with the work and demand constant updates. This creates an atmosphere where employees feel distrusted, fearful of mistakes, and discouraged from being creative. The result? Low morale, reduced productivity, and high turnover.
How to overcome micromanagement:
- Acknowledge the behavior and identify the root cause. Is it fear of failure? Perfectionism? Lack of trust?
- Start small by delegating low-risk tasks. Give clear expectations but avoid dictating every step.
- Focus on goals and outcomes, not micromanaging the process.
- Celebrate employee creativity and innovation.
- Schedule regular check-ins rather than constant oversight.
- Ask employees for feedback on how empowered they feel.
- Invest in leadership development training—for yourself and your team.
Authoritarian Leadership
Authoritarian leaders make decisions alone, without input from their employees. While this style may feel efficient, it creates a fear-based culture, stifles creativity, and leaves employees disengaged.
How to shift away from authoritarian leadership:
- Reflect on why you lead this way—often it’s driven by fear of failure or a need for control.
- Invite feedback and listen to your employees’ concerns.
- Delegate tasks and focus on results rather than process.
- Adopt a coaching mindset: guide and encourage rather than command.
- Encourage collaboration and shared decision-making.
- Celebrate progress when you successfully empower employees.
Passive (Hands-Off) Leadership
At the opposite end of the spectrum, passive leaders avoid leading altogether. They focus only on their own tasks, leaving employees without direction or support. Conflicts go unresolved, decisions are delayed, and performance suffers.
How to become more engaged as a leader:
- Acknowledge the avoidance. Remind yourself that you were chosen to lead because you are capable.
- Ask your employees what they need from you and really listen.
- Work with your team to set goals, priorities, and clear expectations.
- Interact regularly and provide feedback—both praise and constructive guidance.
- Gather information before making decisions rather than avoiding them.
- Empower your team to make decisions and develop their skills.
Indecisive Leadership
Indecisive leaders procrastinate on decisions out of fear of mistakes. This creates confusion, frustrates employees, and causes missed opportunities for growth. Over time, employees lose confidence in their leader.
How to overcome indecisiveness:
- Revisit why you started your business and define three priorities to guide your decisions.
- Create a decision-making process (such as pros/cons lists or SWOT analysis).
- Set deadlines to avoid procrastination.
- Delegate decision-making where appropriate to reduce your burden.
- Build confidence by making smaller, low-risk decisions first.
- Accept that mistakes are part of leadership—learn from them and move forward.
Final Thoughts
As you can see, many of the corrective steps apply to more than one ineffective leadership style. Each plan of corrective action involves building relationships and trust with your employees. Whether you are a small business owner or a team leader within a company, your employees are your greatest assets. Treat your employees with respect and build their confidence so that they will partner with you to accomplish the goals of your company.
This blog concludes our leadership series, where we’ve explored both effective and ineffective leadership styles. Over the past several weeks, we’ve looked at transformational, servant, and coaching leadership—styles that inspire, guide, and empower employees. We’ve also examined the challenges of leading different generations in the workplace. Now, by addressing ineffective patterns such as micromanagement, authoritarianism, passivity, and indecision, you have a full picture of what to avoid and what to strive toward. Strong leadership is not about perfection—it’s about growth, self-awareness, and a commitment to creating a culture where both you and your employees can thrive.
Susan's Reflections 