When it comes to effective leadership, there are many different styles and approaches that can be taken. However, one approach that is universally frowned upon is seagull management. This style of leadership involves a manager who is absent from day-to-day operations and only swoops in when something goes wrong or needs to be corrected.

The term "seagull" refers to the behavior of seagulls who fly in, make a lot of noise, and leave a mess before flying away. This analogy perfectly sums up the negative impact that this type of management can have on a team. When a manager only interacts with their team in a negative way, it can lead to low morale, lack of motivation, and decreased productivity among team members.

Seagull managers are often seen as distant and uncaring, leaving their employees feeling unsupported and undervalued. This lack of support can lead to increased stress levels, burnout, and high turnover rates. Employees who feel unsupported are less likely to go above and beyond in their work, resulting in lower quality output and missed opportunities for growth.

In addition to the negative impact on employees, seagull management can also harm the overall success of a company. When a manager is absent from day-to-day operations, they may miss important details about the business that could inform strategic decisions. Without a clear understanding of what is happening on the ground, a manager may make decisions that are not in the best interest of the company.

So why do some managers resort to seagull management? In some cases, it may be due to a lack of confidence or experience in managing a team. It can also be a sign of micromanagement tendencies, where a manager feels the need to control every aspect of their team's work. Whatever the reason, it is clear that this style of leadership is not effective in the long run.

To avoid seagull management, managers should strive to be present and engaged with their team on a regular basis. This means providing guidance and support, celebrating successes, and addressing issues as they arise. By building a strong relationship with their team, managers can create a culture of trust and collaboration that leads to increased productivity and success for the company as a whole.

In conclusion, seagull management is a style of leadership that should be avoided at all costs. By being present and engaged with their team, managers can build a strong culture of trust and collaboration that leads to increased productivity and success for everyone involved. So if you're a manager, remember to be present, supportive, and engaged with your team – it will pay off in the long run.