What The Best Managers Never Do

Today, let’s talk briefly about a management style that’s as ineffective as it is theatrically dramatic—Seagull Management. It’s a style that’s worth discussing precisely because it’s what the best managers avoid at all costs.

What is Seagull Management?

Imagine a seagull: it flies in, makes a lot of noise, steals your chips, and then leaves just as suddenly, leaving a mess behind.

Seagull Management is pretty similar. In the corporate world, this term describes managers who swoop in unexpectedly, make a lot of noise, dump orders and criticism, and fly off, leaving chaos and confusion in their wake.

Why It Doesn't Work

Seagull managers often believe they’re keeping their teams on their toes. The reality? They're usually just spreading frustration. Employees feel undervalued and misunderstood, which only leads to resentment and a drop in morale. This style of management can stifle the growth of the team, curb creativity, and can even increase turnover rates.

A Story from the Field

Just the other day, I was discussing leadership styles with a group of managers over Zoom. One of them shared an experience where their boss, a textbook seagull manager, flew into a meeting unannounced, criticised the project’s direction without offering any constructive feedback, and left as quickly as he arrived. The result? A team left demoralised and confused, with no clear direction on how to improve.

What The Best Managers Do Instead

1. They Communicate: Great managers communicate clearly and regularly. They don’t just drop in to deliver criticism; they provide continuous support and guidance.

2. They Empower: Instead of swooping in and taking over, effective leaders empower their teams. They delegate tasks appropriately and trust their team members to carry them out.

3. They Provide Constructive Feedback: Feedback is not just about pointing out what’s wrong. It’s about helping team members grow and improve by providing clear, specific suggestions.

4. They Are Present: The best managers aren’t mysterious figures who appear only to disrupt; they’re present and accessible, fostering a sense of security and stability within their team.

The Takeaway

Seagull Management might seem effective to those who employ it, thinking they’re simply exerting authority or injecting urgency. In reality, it’s likely causing more harm than good. Effective management is built on trust, consistency, and constructive communication—none of which are characteristics of a seagull manager.

So, if you ever find yourself tempted to swoop in and take charge, remember that good management is more about collaboration and less about domination. Take the time to engage constructively with your team, and leave the seagull tactics to the birds at the beach.