The Leadership Crisis: Why Bad Managers Are Killing Your Business

I've written about accountability before, but today, we see it playing out on a national level. Government officials are being held accountable for their actions. The same should apply to businesses. Having standards within your company isn't harmful—it's necessary for long-term success.

Lazy leadership is becoming more apparent, exposing those who were never properly trained. I'm not talking about the role someone was promoted into. I'm talking about training new managers to be leaders who develop and support the people around them. Leadership is not about authority; it's about influence, guidance, and fostering growth within a team.

The Leadership Shift

When a true leader takes charge, the entire atmosphere of an organization begins to change. Leadership is not about forcing compliance, it is about inspiring commitment. A strong leader sets the vision, fosters collaboration, and builds trust. When employees respect and trust their leader, they become more engaged, motivated, and productive. Just like when a weak manager who relies on authority rather than influence creates resistance, leading to friction, disengagement, and, ultimately, a decline in performance.

One of the most critical things of leadership is continuous learning and development. Untrained managers often fall into the trap of reactive leadership, they put out fires rather than prevent them. Over time, these managers develop bad habits, become complacent, and stop investing in their teams. When training and mentorship are neglected, employees are left to figure things out on their own, leading to inconsistent processes, confusion, and inefficiency. As a result, turnover increases, and businesses find themselves in a never-ending cycle of promoting underprepared individuals into leadership roles simply to fill vacancies.

A General Manager should be the driving force behind leadership development, but when they lack the necessary skills or training, they default to micromanagement. Micromanaging is a sign of insecurity and it happens when a leader does not fully understand how to empower their team. Without proper training, department managers struggle, stress levels rise, and leaders become more focused on short-term results rather than long-term stability. This leads to frustration, inefficiency, and, eventually, burnout at every level of the organization.

The consequences of weak leadership are always noticeable. A company plagued by high turnover, poor performance, and declining morale does not have a hiring problem, it has a leadership development problem. Owners and executives have to ask themselves: Are we creating an environment where leaders can grow? Are we equipping managers with the tools they need to succeed? If the answer is no, then expecting better results without making fundamental changes is unrealistic.

Leadership development is not optional, it is essential. Strong organizations prioritize coaching, mentorship, and accountability at every level. They understand that hiring a manager is only the first step, developing them into a leader is what truly matters. When companies invest in their people, they don't just build better managers, they create a culture of leadership that drives long-term success. A good leader inspires and guides, while a weak manager forces their team in a direction, creating friction and resistance. Employees perform best when they respect and trust their leaders. Without this trust, engagement and productivity plummet. Over time, untrained managers develop bad habits, lose motivation, and stop training their staff. When training stops, processes break down. Turnover increases, and suddenly, people are promoted into positions they're not prepared for.

The general manager, who should be the developing leader, ends up micromanaging instead. Why? Because they don't fully understand the role they are overseeing. Without proper training, the department manager struggles, raises stress, and loses sight of the team. The cycle continues: turnover, poor performance, and lost revenue. This leads to a toxic work environment where employees feel unappreciated and unsupported.

As an owner, you may ask, "Why do we have so much turnover?" Your General Manager's excuse? "It's hard to find good managers." Give me a break. We don't just hire managers—we develop leaders. Authentic leadership development requires consistent coaching, mentorship, and accountability at all levels.

Hiring Leaders vs. Hiring Managers

Let's look at the difference between hiring a leader versus hiring a manager. A manager may focus on maintaining the status quo, enforcing policies, and tracking metrics, but a leader transforms an organization by driving growth, fostering innovation, and developing their team. The difference is obvious, leaders build sustainable success, while managers often focus on short-term objectives.

When you hire a leader, the impact is immediate. From day one, they don't just address problems. They work on eliminating the root causes. They don't just tell employees what to do, and they coach them on how to think critically and make informed decisions. Leaders empower department managers by teaching them problem-solving skills, accountability, and strategic thinking. Instead of simply ensuring daily tasks are completed, leaders create an environment where managers and employees take ownership of their roles and proactively contribute to the company's success.

A strong General Manager understands that their role isn't just about hitting numbers, it's also about creating a culture of leadership at every level. They build a team that thrives by investing in their managers, ensuring they have the skills, knowledge, and confidence to lead effectively. When managers feel supported and empowered, they pass that support down to their teams, leading to a more engaged and productive workforce.

A strong General Manager understands the position, knows how to get results, and builds a team that thrives.

Great leaders prioritize mentorship and communication. They listen actively, provide constructive feedback, and encourage professional development. They create a culture of learning, where managers continuously grow and improve. When leadership is strong, departments function cohesively, and employees feel valued, leading to higher retention rates and better business outcomes.

The Turning Point

This is where the transformation begins. A leader's true success is measured by their ability to create an autonomous, high-performing team that no longer relies on micromanagement but operates with synergy and purpose. When leadership principles are correctly implemented, a business begins to function like a well-oiled machine—efficient, productive, and aligned with its goals.

The first step in reaching this point is setting clear expectations and establishing realistic yet challenging goals. These goals should be measurable, actionable, and understood by every team member. Clarity eliminates confusion, streamlines operations, and provides direction. Without clear objectives, even the most talented employees can feel lost and disengaged.

Effective leaders empower their managers by ensuring they understand their roles and take ownership of their teams. Ownership is critical because it fosters accountability, initiative, and proactive problem-solving. When managers feel invested in their team's success, they naturally become more engaged, which translates into better performance and lower turnover.

As time progresses, a shift occurs. The organization moves from a reactive state—constantly putting out fires—to a proactive one, where issues are identified and resolved before they escalate. Workflows become seamless, communication strengthens, and teams function confidently and precisely. Employees no longer operate in silos but collaborate effectively, understanding how their roles contribute to the bigger picture.

A well-structured team allows department managers to make confident decisions without fear of backlash or uncertainty. They hold their teams accountable, ensuring employees meet expectations, stay engaged, and continue developing their skills. Strong leadership at every level creates a domino effect—when department managers lead effectively, their teams follow suit, and overall morale rises. Employees begin to take pride in their work, feeling valued and supported.

This is the point where work no longer feels like a chore. Employees feel a sense of purpose because they see the impact of their contributions. They are empowered to make decisions, encouraged to innovate, and supported by a culture that values growth and accountability. High morale is not a coincidence; it is the result of intentional leadership, continuous training, and a shared vision.

The turning point in leadership is not about achieving perfection; it is about creating a sustainable system where leaders develop more leaders, and the organization thrives. True leadership is not just about maintaining control, it is about giving control to those who have earned it through knowledge, experience, and trust. The best feeling as a leader is seeing your team operate like a well-oiled machine. You set clear expectations and establish achievable goals. Your managers understand their roles and take ownership of their teams. Over time, you look up and realize your organization is running smoothly. Your department managers make confident decisions, hold their teams accountable, and maintain high morale. People actually enjoy coming to work because they feel supported and empowered.

The Hard Truth

Is it easy? Absolutely not. It will be one of the hardest things you'll ever do.

You must trust others to perform. You must give credit when they succeed and take responsibility when they fail. You must ensure your managers understand their role and how to do it well. If they don't, you train them. You develop them. Leadership is about investing time, effort, and resources into your people.

You will deal with people lying to you, gossiping, undermining you, and resisting change. But leadership isn't a game with four quarters—it doesn't end. If you quit or fail, the business keeps going. So why make rash decisions? Why not think long-term? What are you doing to reduce turnover? Is your onboarding process effective? Is your hiring process thorough? What's the morale of your team? Are you paying attention?

Strong leadership requires self-awareness and the ability to adapt. Are you reflecting on your decisions? Are you learning from your mistakes? The best leaders never stop growing and evolving.

The Weight of Leadership

Feeling lost or behind is normal. The hardest step is deciding to lead in the first place. Taking responsibility for managers and their staff means their success—and their families—depends on you being a great leader.

Accountability isn't a bad thing. It's a necessity. Set YOUR expectations. Set YOUR standards. Lead by example. Build a culture where accountability, growth, and success are the foundation of your business. Leadership isn't about power but service, commitment, and the courage to create lasting change.