Regardless of whether your title is a manager, director, or manager, directing people instead of leading them, reducing participation. I have always loved the term "things succeed, but people will be sorry." It's a great perspective and it's true.
But how do managers manage people? After much meditation, I spent what controls people translate into two things. The first way people manage people is by "treating people like things" and the other way is to "treat adults like children". Let me elaborate on those issues and show how leading people are different from managing them.
How does someone "treat people like things"? We do it in several ways. We do it when we are immune to them and interact with people like they do not have feelings. We treat people like things when we ignore the fact that everyone has hope and dreams and fears and stress. We treat people as things when we touch people like their own goals, and our goals are more important to us than they are to them. And we treat people like things when we don't show respect for people or value their contributions, efforts, and opportunities.
When we treat people like things, it sends the message that they are insignificant and that we just don't care about them. And when people don't care about them, they don't start thinking about us. When the company can withstand leaders who do not care about people, people do not tend to think about the company. And when people do not care, there is no participation.
A leader understands that the hopes, dreams, fears, and pressures of people are real and relevant to them. Leader encourages people. Leading people to people and helping them stay their best. Leaders are connected to people as they wish to treat themselves. And a leader helps people achieve their own goals.
How is someone "treating adults like children"? Think for a moment about how we relate to children and why we connect in this way. We usually tell children what they need to do and when to do it. We do this because we do not trust their judgment, their responsibilities and / or their self-discipline. We regularly monitor children because we do not trust them to keep up with their commitments. We look at children because we don't trust them to be responsible.
When we trust people not to do what and do not trust their judgments, we are treating them as they are children. When we support people, we are treating them like children. When we treat people like children, it shows a lack of respect and trust. When people feel that they are not respected and trusted, they lose respect for us. When people feel that they are not respected and valued, there is no participation.
If someone does not know what to do then our work as a leader is to develop their knowledge and skills. The fault lies with leaders, not followers. If someone lacks the necessary judgment for a project or decision, our job as a leader is to develop their judgment. If their judgment is incomplete then we are either not as qualified a leader as we need to be or we just have the wrong person in our team. However, action is taken to treat someone as a child is a poor operation.
If you want to prevent disagreement and drive into higher levels, lead people instead of controlling them. Care about people and develop them. Expect people to be responsible and do their best. It does not have to accept centrally or compromise in any way. Instead, sharpen your leadership abilities and learn to bring the best in people.