Control Freaks and Blame Shifters
Good supervisors understand how to motivate their teams with positive reinforcement and recognition, while bad ones resort to threats or intimidation. Watch for warnings signs such as using anger to manipulate your subordinates or bullying them verbally either publically or privately. The use of aggression or derision is a red flag that warns of a power-hungry, ruthless individual who is concerned only about his or her own job status.
Bad supervisors display a lack of respect for their employees by disciplining or humiliating them in front of others. Good managers support their team members publically even when they are in the wrong, and then handle any feedback or corrective measure in private.
Poor leaders may even try to shift blame to their team members to avoid accepting the responsibility for their mistakes and failures. These behaviors not only destroy team spirit but they signal upper management of one's unsuitability for promotion.
A good example of this is President Obama’s recent performance during the debt debates. He not only refused to step up and assume his leadership role in the debt debacle; he blamed, criticized and reprimanded (publically) his fellow politicians.
The debt debate was followed by another drop in his approval ratings, which according to the Rasmussen Daily Presidential Tracking Poll of August 23, 2011 shows that only "... 19% of the nation's voters strongly approve of the way Barack Obama is performing his role as president." A Gallup poll for the weekly averages of the period of August 15th to 21st of 2011 shows 40 percent of those polled approved his job performance, 53 percent disapproved, and 7 percent had no opinion.
How about you? How would your team rate your job performance if given the chance?