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5 Personality Traits to Avoid if You Want
to Succeed as a Manager

Are you an influential or a manipulative manager?

If you’re influential, your employees will work with passion and dedication whether in your presence or while you’re away. Your business will run smoothly as a single entity, functioning unattached to you.

But if you're the manipulative type, your employees will only show commitment in your presence. Immediately you turn the other way, they begin their frivolities. This might affect your business in the long run.

And when this happens, it shows that you lack the personality traits to lead a company to success.

In this post, I will show you the five personality traits to avoid if you want to succeed as a manager.

What is a Personality Trait?

According to a psychology report by the University of Saskatchewan, personality traits reflect people’s characteristic patterns of thoughts, feelings, and behaviors. It implies consistency and stability.

The report further contextualizes personality traits in a model called OCEAN, which stands for; openness, conscientiousness, extraversion, agreeableness, and neuroticism.

For instance, if someone scores high on a specific trait like extraversion, you’re expected to be sociable in different situations and over time.

Also, if you have an open attitude, then you have a tendency to appreciate new arts, ideas, values, and feelings. And if you're neurotic, you're likely to frequently experience negative emotions such as anger, worry, and interpersonal sensitivity.

While it's healthy to have an open mind that welcomes ideas from employees and allows everyone to have mini-projects that will contribute to the overall company goals, you should avoid negative ones that indirectly discourage employees to work at an optimal level.

Avoid These 5 Personality Traits if You Want to Succeed as a Manager

A good personality trait attracts a lot of people to you.

It gives people the assurance that even when they make mistakes, you will gently guide them through a valuable line of thought. This motivates your employees and uplifts their spirit to work.

In your journey to build a sustainable business, there are several people skills to pick along the way, but then be sure to avoid these five if you want to succeed as a manager.

1. Low Emotional Intelligence

Knowing how to identify and manage the emotions of your employee is a rare trait that every successful manager must have.

If you’re having a bad day at work, being emotionally intelligent will send you a signal that you should turn things around, for it is likely to affect your colleagues.

Managers with low emotional intelligence are the toxic ones. They are the type who react to every pain that the external situation pushes at them, instead of sitting down and taking a deep breath alone to figure a way out.

While some managers immediately lose control and shout at their employees at every slight stress or anger, the emotionally intelligent ones will handle the situation with the utmost calmness.

For instance, your employee comes to you seeking to take the day off to care for his wife. And then you put him on the spot by asking all sorts of unwarranted questions.

Putting your employers on the spot by asking some personal questions will be a clear pointer that you’re not aware of their emotional state.

Low emotionally intelligent managers are usually poor communicators, and this will affect their credibility and confidence during negotiations with clients.

To increase your chance of succeeding as a manager, ensure that you think more about others, and think deeply before you speak or flair up.

2. Inflexibility

How do you feel when your employee requests to jump on another task due to his strength at that point in time? Did you indulge him for productivity’s sake or were you adamant that he follows through with your instructions?

Sometimes, you’ve got to bend the rules a bit. You can’t tell why people need you to give them that allowance. Also, you can’t tell when an employee needs to find the creative juice to solve a problem.

Managers who have the ability to adjust to short-term changes calmly and quickly are gradually dominating the workplace. They are quick to adapt and open to ideas that help them scale.

“You’d like to complete the task at home? No problem, just make sure you turn in the job before 9:00 p.m.” And that does the job.

The rigid managers are at the extremes of decision making and thinking, and they constantly limit their employees’ work options and fail to adjust.

These set of managers stunt the company’s growth and are quick to lose the best and creative hands in the long run.

3. Lack of Empathy

The day you make one employee feel inhuman, the other employees will begin to dislike you.

Because people are quick to share their bad experiences, you won’t be spared. Word of mouth is like wildfire—it could burn down your company.

Managers who lack empathy and refuse to show compassion toward their employers and people around them usually find it hard to succeed in their businesses. They are the type who thinks they can do it all alone.

With empathy, you will easily understand your employees’ pain points and connect with them better. It’s human nature that people naturally draw closer to you when you're relatable and supportive.

Managers who care for and provide a safe and supportive work environment for their clients are the ones who feel valued, and build a team where employees drive huge customer loyalty.

4. Being Close-Minded

Some managers blame their employees for every mistake. They fail to understand that there is a level of failure on their parts when their employees fail. These are close-minded managers.

Instead of looking for solutions when problems arise, the first step they take is to lament and point accusing fingers, thereby wasting their energy on irrelevances.

The sharpest manager in the room is the one who asks their employees good questions and listens to them. Though this might take a turn on your ego, it is a bad idea to miss out on an important solution due to your close-mindedness.

5. Constant Complaint

No one likes a manager with a pessimistic mindset.

When you complain too much, you become unproductive and rub the aftermath on your employees. Pay attention to how you speak negatively. Try to always rephrase your complaints to reflect strength and courage.

When you take control of your fears and create a happy and healthy work ambience, your employees will follow suit and that will help you differentiate your company from others who are led by bad personalities.


The main aim of starting a business is to make a profit and impact the world. But no business can succeed with bad leadership.

Bad leadership is a result of bad personality traits. This is because employees won’t think twice before leaving a bad employer.

So do a self-assessment following the points mentioned above, and let go of these toxic personality traits if you want to achieve your business vision and mission.

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