I’ve committed each of these top ten sins that most managers make at one time or another in my 40-plus-year career as a general manager for a major retailer, an award-winning entrepreneur, and a college professor. The good news is you can learn from my mistakes. If I knew then what I know now, I would have managed and led others differently. After reading this article, I hope you will manage and lead others differently as well.

Here’s a new playbook for emerging leaders.

1. Don’t rely on common sense in your training programs. If you haven’t taught someone how to do the task the way you want it done, don’t assume they know how. Common sense is not common practice.
2. You can’t motivate people to do things that they don’t want to do. But you can create a working environment that motivates them. People do things for their own reasons. Find out what that is and help them get it; chances are, you will get yours.
3. Just because someone is good at what they do doesn’t mean they will be good at something else. Not everyone is equipped to manage and lead others. Promote someone who enjoys spending time with people and helping them succeed.
4. Admitting you don’t have all the answers is ok. You’re not supposed to know everything. But you are expected to know where to go to find the answers. Don’t make shit up.
5. Communication is everything. If you can’t communicate in a way that everyone will understand, then whatever you say will mean nothing. Ask open-ended questions to clarify and ensure the message was received.
6. We both know there are several ways to accomplish the same thing. It doesn’t have to be just your way. Solicit everyone’s input and build a collaborative team. The more you involve others in the process, the more likely they will want to participate.
7. Your job as a manager or leader is to teach others what you know. You can’t do that unless you are sharing some of your responsibilities with others on your team. If you don’t delegate, you rob them of their opportunity to grow.
8. You’ve got to give it to get it. Gaining others’ respect is a 3-step process. First, you must establish rapport, then develop a relationship, which eventually leads to mutual respect. People won’t trust anyone they don’t respect first.
9. You must lead by example. Whatever you say you are going to do; do it. It’s not what you say that matters most; it’s how you go about doing it. Your word must be your bond.
10. Your attitude and how you choose to react when things go wrong are 100 percent in your control. Remain calm, reflect, refocus on the task at hand and move forward. People want to follow winners, not whiners.

Copyright 2026. Brian Smith – Power Link Dynamics. Not to be reproduced without permission. Are you searching for a keynote speaker for your next event, or planning an in-person training session at your location? Brian specializes in soft skills training and leadership development. He works with people who want to communicate and interact more effectively, build collaborative teams, resolve conflicts or motivate others to perform at their best. He will customize a presentation that is right for you, your team and your organization. Contact Brian and discover what he can do for you.

I was your typical A-type personality. You can guess what some people thought the A meant. I was a control freak. It had to be my way, or no way. I let everyone know who was in charge. When I said jump, you were only allowed to ask, ‘How high?’ I was the ‘Imtiminator.’ Does this sound familiar? Do you know of anyone who still manages or leads others this way? If all you have is a hammer, everything looks like a nail. Times have certainly changed. What you need to decide now is whether the management style that got you here will be the same style that will get you and your organization to where you need to go. I changed, and you can change too.

Worth Remembering – When we are no longer able to change a situation, we are challenged to change ourselves. – Viktor Frank.

C – Commit to a new beginning. If you aren’t committed to making a change, then don’t waste your time. You have to be all in or not at all.

H – Habit. Stop doing one thing and start doing another. The more you do it, the more it will become you. We are adults, and we can learn new habits. When you change the habit, you change the result.

A – Attitude. Your attitude is 100 percent in your control. You and you alone control the narrative. No one can make you do anything that you don’t want to do. Develop a Can-Do attitude.

N – Never give up. Failing is part of the learning process. You will fail in the beginning. Don’t get discouraged. Change takes time. Be patient. Hang in there.

G – Goal-oriented. Keep your eye on the prize. Don’t get distracted. Remind yourself why you need to change and what that change will do for you.

E – Energized. Motivation is inside out – never outside in. You need to hit the ground running. Be your biggest cheerleader. Celebrate your successes along the way.

Worth Remembering – Intelligence is the ability to adapt to change. – Stephen Hawking.

There has been a dramatic shift in people’s attitudes. Their wants and needs are changing. Each generation communicates and interacts differently, wants to be managed differently, and has different values and career aspirations. The newest generation to enter the workforce, Gen Z, is vocal about avoiding burnout. Wellness benefits, reasonable workloads, and supportive cultures are important to them. Daniel Goleman, in his ground-breaking book – ‘Working With Emotional Intelligence,’ said it best. ‘We are being judged by a different yardstick; not just how smart we are, or by our training and expertise, but also by how well we handle ourselves and each other.’ I changed, and you can change too.

Copyright 2026. Brian Smith – Power Link Dynamics. Not to be reproduced without permission. Are you, or someone you know, searching for a keynote speaker for your next event, or planning a training session at your location. Brian works with people who want to communicate and interact more effectively, build collaborative teams, resolve conflicts or motivate others to perform at their best. Contact Brian to discover what he can do for you and your organizaiton.