Ever had a manager swoop in, make a lot of noise, drop a pile of criticism, and then disappear until the next time something goes wrong? That’s seagull management. It’s demoralizing, chaotic, and unfortunately, all too common in workplaces.
I see this play out with my clients all the time. They’ll come to me frustrated, saying, “I don’t know why my team seems so unmotivated. The energy feels so off!” When we dig deeper, it often becomes clear: they’re swooping in to correct problems but not showing up consistently to guide, coach, or support their team. The truth is, if you’re only present when something goes wrong, you’re creating a culture of fear and mistrust.
This is one of those “look in the mirror first” situations. Leadership is about showing up intentionally—not reactively.
The Problem with Seagull Management
Seagull management is a quick way to destroy trust and morale. Here’s why:
- It Kills Morale
When you only show up to criticize, your team feels undervalued and demotivated. People need consistent direction and encouragement, not chaos. - It Stifles Growth
Swooping in with answers robs your team of the opportunity to solve problems themselves. It sends the message that they can’t be trusted to figure things out. - It Creates a Culture of Fear
If your team only hears from you when something is wrong, they’ll avoid taking initiative out of fear of being criticized. - It Breaks Trust
Inconsistency erodes trust. Teams need to know their leader will show up reliably, not just in moments of frustration.
When leaders operate this way, the team dynamic suffers. And when the team suffers, so does the business.
A Better Alternative: Collaborative Leadership
The antidote to seagull management is collaborative leadership, which focuses on trust, empowerment, and consistency. Here’s how you can start leading more effectively:
- Engage Consistently
Check in with your team regularly—not just when problems arise. Build relationships during the good times, so you’re not only associated with stress. - Lead with Questions, Not Criticism
Instead of swooping in with complaints, ask:- What challenges are you facing?
- What support do you need?
- What’s working well that we can build on?
- Invest in Your Team
Give your team the tools, training, and freedom they need to succeed. Trust them to solve problems, and offer guidance when necessary. - Celebrate Wins
Don’t just show up for the messes. Highlight progress, recognize effort, and celebrate even small successes. - Model Accountability
If you’ve been in “seagull mode,” own it. Tell your team you’re committed to showing up differently and ask for feedback on how you can improve.
The Mirror Test
If your team feels unmotivated or disengaged, start by reflecting on your own leadership style. Ask yourself:
- Am I only present when something’s wrong?
- Do I lead with curiosity or criticism?
- Am I empowering my team to grow—or micromanaging their every move?
Your team’s energy is often a direct reflection of how you show up as a leader. The good news is, you can change the dynamic. By showing up consistently, leading with intention, and empowering your team, you can create a culture where people thrive.
The Takeaway
Seagull management is reactive and damaging. Collaborative leadership, on the other hand, fosters trust, growth, and resilience. Next time you feel the urge to swoop in, pause and ask yourself: Am I building my team up or breaking them down?
Leadership isn’t about fixing problems; it’s about lifting people higher. Let’s do better. Together.