When Managers Take Flight: What is “Seagull Management” and How to Avoid It
Seagull management is a disruptive leadership style where a manager sporadically intervenes, causing chaos and undermining established workflows. You may mistake it for micromanager, but we’ve done the homework for you. Let’s dive in.
So, as you can see, there are significant differences between these two types of managers. By the way, this "bingo" can also help you reflect on what kind of manager you are—or what kind of manager you work under (hopefully neither).
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Why Do People Resort to Seagull Management
Now let’s explore the reasons behind seagull management.
1. Lack of confidence in the team. Managers might feel their team cannot succeed without their direct involvement, leading to sporadic and dramatic interventions. For example, a manager might rewrite parts of a report at the last minute to ensure it meets their standards, disrupting deadlines and damaging team morale.
2. A need to assert authority. Sporadic involvement can sometimes stem from a desire to remind the team of the manager’s control.
3. Poor organizational skills. Inconsistent oversight often signals a manager’s inability to plan or prioritize effectively. Such managers may only focus on projects when deadlines approach, overwhelming the team in a last-minute rush.
4. Lack of project knowledge. Grabbing attention during conflicts may be a way to mask the lack of understanding of the work being done.
A quick test for identifying a seagull manager
When your boss appears in a controversial situation and starts blaming you for everything, just ask:
How to Prevent Seagull Management?
1. Establish clear processes. Define goals, roles, and timelines upfront to ensure alignment and reduce the need for reactive interventions. Regular check-ins and clear workflows promote accountability.
Reach clear processes easily with Timestripe Horizons2. Foster regular communication. Open communication channels, like weekly team meetings, help managers stay informed without disruptive oversight. Constructive feedback delivered consistently prevents sudden critiques.
3. Trust the team. Empower your team to take ownership of their work and decisions. Delegating responsibilities boosts morale and allows managers to focus on higher-level tasks.
4. Plan interventions thoughtfully. If intervention is necessary, ensure it is constructive and considerate of the team’s progress. For instance, instead of criticizing during a deadline crunch, schedule review sessions well in advance.
“Managers who set clear expectations ensure that employee efforts are spent doing the right things the right way. This means thoroughly exploring what will be required of the employee, how their performance will be evaluated in the future, and getting agreement and commitment to work towards established goals.
There is a big difference between telling someone what’s expected of them and making sure that what they’ll be doing is completely understood.”
What to Do if You’re the Seagull
Well, if you’ve read this material and realized that you’re the seagull manager, don’t despair—there’s still hope!
We’re not here to judge anyone, but we can share a few steps to help improve the situation.
1. Acknowledge the behavior. Recognize patterns of disruptive management in your actions. Self-awareness is the first step to improvement.
2. Seek feedback. Encourage your team to share their experiences and perceptions. Anonymous surveys or one-on-one discussions can offer valuable insights. Teams generally respond positively when they see their boss acknowledging mistakes and finally paying attention to employee feedback. (Opinion of the author and seagull victim.)
3. Develop a structured approach. Use tools like time management software or Kanban boards to organize your work systematically.
4. Invest in self-improvement. Consider management training or coaching to build skills in delegation, communication, and conflict resolution.
By addressing the root causes and implementing proactive strategies, both managers and teams can overcome the challenges of seagull management, creating a more collaborative, effective work environment.
