From my vantage point, here is a list of top 10 managerial thinking errors that contribute to struggle and failure:

"The problem will just eventually go away." They're not fully aware of what's lurking even though symptoms clearly exist.
"I don't want to be disliked – I don't want to hurt feelings." It's excruciatingly uncomfortable for them.
"I can't do anything about it." They're a bit delusional here.
"I don't really see it as a priority." They're simply not moved toward action.
"I don't know how to handle it." They're lacking in skill, knowledge or ability.
"I'm afraid it won't turn out well – it's already explosive."They've let it go too far for too long – intervention is probably needed.
"I worry about a personal attack or retaliation." Yep, that may happen – but they need to understand that it goes with the job.
"I'm afraid to ask for support on how to handle it – I can't let people know how bad it is." People already know how bad it is and are wondering why they're not doing something.
"They're not receptive to any feedback or correction from me. The 'I dare you' looks are quite intimidating." And the employee is still working for them?
"I'm new to management and I don't want them to think I'm above them." They don't really want to be the leader – they just want to be one of the team.

So where does change start? It starts in the thinking, followed by the handling of the emotional aspects of hard situations and lastly with actually taking action. At ground level, the initial thinking must be around the issue of purpose.

Instant Insights /

Why Some Managers Can’t or Won’t Handle Tough Situations

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