Democratic management sounds noble—shared voice, shared power, shared purpose. But done poorly, it becomes a swamp of indecision, unclear roles, and death by consensus.
Done well, democratic management energizes people, advances mission, and deepens ownership.
Here’s how to make democratic decisions and avoid death by consensus.
You can’t lift people while looking down on them.
Snobs wear many disguises—good intentions, strong work ethic, noble achievements.
Superiority thrives on comparison—finding someone “less” to feel like “more.”
“Better at” isn’t “better than.”
Spot the signs of snobbery.
Protect your teams from the danger.
E.B. White writes about his geese, “They badmouth everybody and everything. But they’re oddly companionable once you get used to their ingratitude and their false accusations.”
Negative people are like geese.
A goose may honk your ear off. It’s tempting to withdraw, stop trying, or retaliate. But teams are full of imperfect people.
Stop making excuses.
Stop justifying.
Stop proving you’re right.
Stop proving they’re wrong.
Ask for what you want.
Many requests come from dissatisfaction. Stop complaining before asking for something. You can’t antagonize and influence at the same time.
A complaint is not a request.
Ask for what you want…
Jump in early. There’s another great book give-away on Leadership Freak today!
Ego is narrow. But the heart of the humble is wide.
Practical humility is willing to:
Admit what you don’t know.
Rely on others.
Honor other people’s strengths.
Learn from anyone.
Other people run your life when you can’t say no.
You become a tool for other people’s agenda.
Constant yeses lead to hidden bitterness.
Overcommitting dilutes your impact.
Over time, people stop believing your commitments.
Team members stop owning their problems.
Learn to say no and keep your friends…
