17 Apr Helicopter Leadership
I have never ever, ever, ever met a person who liked to be micromanaged. I can´t even imagine what that person looks like. Despite that fact, in my 25 plus years in the corporate world, I have come across more than my fair share of micromanagers. Personally, I like to use the term helicopter leadership. The term “helicopter leadership” I believe to have been coined by American management consultant and author, William Oncken Jr. and Donald L. Wass in their 1999 Harvard Business Review article titled “Management Time: Who’s Got the Monkey?” The term is still valid 20 years later. I need to read the book again, to see if it is still relevant in our new post-pandemic world. If you Google, good leadership qualities, you will find millions of articles, books, and references. With so much information available on the topic why is it that we still have so many micromanagers? For that matter poor managers.
In the book, they used the metaphor of a monkey on one’s back to describe how subordinates often bring their problems to their superiors, who then take on the responsibility of solving them, leaving the subordinates without the ownership and accountability of the problem. They referred to this type of leadership as “helicopter leadership,” as the leaders would “hover” over their subordinates, swoop in to solve their problems, and then fly away, leaving their subordinates without the skills or experience to solve similar problems in the future.
In any workplace, creating a positive culture is vital to achieving success. A great culture helps to build a motivated and productive team that is committed to achieving shared goals. However, when leaders adopt a helicopter management style, it can have harmful effects on the workplace culture and productivity.
In more modern-day terms, helicopter management is a term used to describe a management style where leaders hover over their employees, micromanaging every aspect of their work. This style of management can have several negative impacts on employees, leading to demotivation, burnout, and decreased productivity.
When leaders engage in helicopter management, it can lead to a lack of trust between employees and leaders. Employees can feel as though they are not trusted to do their jobs, which can lead to demotivation and decreased productivity. Additionally, employees may feel as though they have no autonomy in their work, which can lead to decreased job satisfaction and burnout.
Helicopter management can also lead to a lack of creativity and innovation in the workplace. When leaders micromanage every aspect of their employees’ work, it can stifle creativity and limit the ability of employees to come up with new ideas. This can lead to a stagnant workplace that fails to innovate and grow.
Moreover, helicopter management can lead to high turnover rates and decreased employee retention. When employees feel micromanaged and undervalued, they are more likely to leave the organization in search of a better work environment. This can lead to increased recruitment costs and a loss of valuable knowledge and experience.
To avoid the negative impacts of helicopter management, leaders must adopt a more empowering style of leadership. Leaders should provide their employees with the resources, support, and guidance they need to succeed, without micromanaging every aspect of their work. This will help to build a culture of trust and autonomy, where employees feel valued and motivated to contribute to the organization’s success.
Another style of helicopter leadership is the absent and unengaged leader who only utilizes the helicopter management style when they are present. This style of leadership can be equally harmful to workplace culture and productivity. I would argue it is far worse.
When leaders are absent and unengaged, it can lead to a lack of direction and guidance for employees. Employees may feel as though they are working in a vacuum and may not know what is expected of them. This can lead to decreased motivation, productivity, and job satisfaction.
When the leader does decide to engage with employees, they may do so in a helicopter management style, which can be jarring for employees. Employees may feel as though they are being micromanaged, which can lead to decreased autonomy and creativity in the workplace. Moreover, this style of management can lead to mistrust between employees and leaders, which can further erode workplace culture.
Leaders who adopt an absent and unengaged style of leadership may also fail to provide their employees with the resources and support they need to succeed. Without the proper guidance and resources, employees may struggle to meet their goals and contribute to the organization’s success. This can lead to decreased productivity and high turnover rates.
To avoid the negative impacts of absent and unengaged helicopter leadership, leaders must adopt a more consistent and engaged leadership style. Leaders should be present and engaged with their employees on a regular basis, providing guidance, feedback, and support. This will help to build a culture of trust and collaboration, where employees feel valued and motivated to contribute to the organization’s success. The key term here is collaboration.
In conclusion, helicopter leadership can take many forms, including the absent and unengaged style of leadership. This style of leadership can be harmful to workplace culture and productivity, as it can lead to a lack of direction and guidance for employees. Leaders must adopt a consistent and engaged leadership style to avoid the negative impacts of absent and unengaged leadership. By being present and engaged with their employees, leaders can provide the guidance, feedback, and support that employees need to succeed.
At Center Source we are working to develop teams that are engaged and empowered to resolve customer inquiries. By empowering our teams, we improve the engagement with your customers. The best way to reduce customer friction and improve brand awareness is by empowering the people who engage with them and clearing the path to easy resolution.
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Center Source provides Omni Channel BPO solutions for small to large organizations in the area of Customer Service, VIP, Help Desk, Global Desktop Support, and outbound campaigns. Frank Royal is the CEO of Center Source and has nearly 30 years ‘of experience in Customer Support.
Frank Royal, CEO of Center Source
April 17, 2023