Management has changed.
Our teams are under more pressure, the work is more complex, and expectations around quality, safety and accountability are higher than ever.
Yet some management habits have somehow survived.
The problem is that many of these habits don’t just make life harder for managers. They can create unclear expectations, dependency, poor communication and inconsistent performance across the team.
And in care and support environments, that matters.
Because when teams aren’t working well together, the impact can eventually be felt by the people we support.
Here are nine management habits we should probably have left behind in 2016.
1. “My Door Is Always Open”
NEW: Be clear about what needs escalation and what staff can work through themselves.
2. “Just Ask Me”
NEW: Ask: “What do you think?”
3. “Sort It Out Yourselves”
NEW: Understand the issue first, then decide whether to coach or step in.
4. “Just a Reminder to Everyone…”
NEW: Give feedback directly to the person who needs it.
5. The Feedback Sandwich
NEW: Be clear, respectful and direct.
6. “Just Role Model It”
NEW: Explain the thinking behind what you are doing.
7. “Go to Whoever You Feel Comfortable With”
NEW: Make management responsibilities and reporting lines clear.
8. “They’re Paid to Do the Job”
NEW: Create the conditions that support people to perform well.
9. “It’s Common Sense”
NEW: Make expectations clear and specific.
Better Management Builds Better Teams
Good management isn’t about becoming the person everyone depends on.
It’s about building a team that can think, communicate, take responsibility and work together — while knowing when they need support.
That means creating:
Clear expectations.
Clear accountability.
Clear communication.
Consistent behaviour.
Because the people we support deserve staff who can stay calm, work together and respond well — particularly when things become difficult.
This Is Where Between the Flags Comes In
You can’t remove all the pressure from care and support environments.
But you can help your team respond to it better.
Between the Flags helps staff recognise the attitudes and behaviours they bring to work and understand how those behaviours affect the rest of the team.
The workshop explores:
- personal accountability
- attitudes and behaviours
- communication
- blame and responsibility
- trust
- teamwork
- how we respond when things don’t go to plan.
The goal is simple:
Less blame. More accountability.
Less unnecessary conflict. More consistency.
A calmer team for the people we support.
You can’t remove the pressure. But you can build a team that handles it better.
Author: Adrian Pattra-McLean is a management consultant and founder of Farran Street Care with a Master of Education (Ed. Psychology). He is currently facilitating the "Between The Flags" workshop. 
very valuable information
Thank you. Small changes can have a big impact.