Top talent avoids insecure managers. Why? Because working under one is frustrating and limiting. Instead of focusing on meaningful work, the team ends up dealing with confusion, micromanagement, and a lack of direction.

👉 How to Spot an Insecure Manager:
1️⃣ They lack clarity. Their vision and goals change frequently to match what their manager wants, leaving the team confused. Imagine playing a football match where the goalpost keeps moving—how do you win?

2️⃣ They shut down feedback. Instead of engaging in discussions, they either avoid conversations or use their authority to silence differing opinions. A great manager listens; an insecure one fears being challenged.

3️⃣ They build an echo chamber. They surround themselves with people who agree with them, avoiding diverse perspectives. This limits innovation and problem-solving.

4️⃣ They are inconsistent. In team meetings, they are loud and assertive. But in leadership meetings, they become passive. This inconsistency makes it hard for the team to trust them.

5️⃣ They micromanage. Instead of focusing on outcomes, they want to know every little detail of what you’re doing. It’s like having someone watch over your shoulder while you type—distracting and demotivating.

6️⃣ They take credit but shift blame. When things go well, they step forward. When things go wrong, they step back and let the team take the hit.

7️⃣ They don’t acknowledge effort. Since they don’t have clear success criteria, they often make team members feel like underachievers.

If you want to be a great leader, avoid these traits. Build a team that thrives, not one that merely survives. People should want to work with you not because you are easygoing, but because you push them to grow in their careers.

👉 Leadership isn’t about power—it’s about enabling others to succeed.

Remember, people don’t leave companies; they leave bad managers. Be the kind of leader people want to work with, not the one they want to escape.