They do not invite their subordinates to make joint decisions. They do not involve people in responsibility for the company’s development directions. They do not develop management teams for future succession. That is why they are very often left alone. That is why they often do not know what unique values, attitudes and management behaviours they have in their “repertoire” and how much they could pass on to others.
Similarly, their subordinates – managers of the next management level – are often left alone. From their perspective, they are used by bosses to provide a set of information and options to make decisions. They got used to the fact that they did not have to take full responsibility (although it probably used to hurt them once). They are waiting for the “change of guard” in uncertainty and for most of them it means when it occurs, surprise, disappointment and often bitterness.