Great management principles that are considered by most people to be timelessly and universally true — principles such as sharing ideas at every level, fostering a healthy dissatisfaction with the status quo, treating employees as your most valuable asset, valuing the contributions of each individual, creating an environment where people feel free to raise concerns, establishing a foundation of respect and trust, enabling people to tap into their full potential, listening to all viewpoints, constantly challenging assumptions and biases, and accepting responsibility for your actions — provide a vital shield and protection for individuals in organizations. When such universally accepted principles and truths are ignored, forgotten or preached but not practiced, individuals lose their protection and become subject to managers and leaders who can easily manipulate, abuse and injure them. Just as a nation without the rule of law

Great management principles that are considered by most people to be timelessly and universally true — principles such as sharing ideas at every level, fostering a healthy dissatisfaction with the status quo, treating employees as your most valuable asset, valuing the contributions of each individual, creating an environment where people feel free to raise concerns, establishing a foundation of respect and trust, enabling people to tap into their full potential, listening to all viewpoints, constantly challenging assumptions and biases, and accepting responsibility for your actions — provide a vital shield and protection for individuals in organizations. When such universally accepted principles and truths are ignored, forgotten or preached but not practiced, individuals lose their protection and become subject to managers and leaders who can easily manipulate, abuse and injure them. Just as a nation without the rule of law

Great management principles that are considered by most people to be timelessly and universally true — principles such as sharing ideas at every level, fostering a healthy dissatisfaction with the status quo, treating employees as your most valuable asset, valuing the contributions of each individual, creating an environment where people feel free to raise concerns, establishing a foundation of respect and trust, enabling people to tap into their full potential, listening to all viewpoints, constantly challenging assumptions and biases, and accepting responsibility for your actions — provide a vital shield and protection for individuals in organizations. When such universally accepted principles and truths are ignored, forgotten or preached but not practiced, individuals lose their protection and become subject to managers and leaders who can easily manipulate, abuse and injure them. Just as a nation without the rule of law

Oftentimes a vicious cycle is at work in organizations: leaders consciously or unconsciously malpractice management, employees react with disappointment and disgust, leaders attempt to correct their malpractice, employees perceive leaders’ corrective efforts as disingenuous and manipulative, leaders react with disappointment and disgust but they try again, employees cautiously give leaders another chance, leaders improve but not as fully and quickly as employees would like, employees become angry and call leaders hypocrites, leaders become angry and call employees whiners, and so on until both leaders and employees accept management malpractice as the norm. It is an inescapable reality of modern organizational life.

This vicious cycle continues until the organizational culture becomes mired in cynicism and distrust. The solution? Break the cycle by seeing it and exposing it – both the leader’s under-reaction to malpractice and the employee’s over-reaction to imperfection. Only when management malpractice is replaced with a widespread adherence to great management principles (timeless and universal) will the labels of hypocrite and whiner disappear. Only then can the vicious cycle be prevented from returning.