All it takes to get high management positions is to lie and deceive people. These managers, directors, and deputy commissioners really go above and beyond to maintain their hold on their jobs after such arduous effort on such slippery ground. This requires intense micromanagement in order to appear in control. In a world of lousy leadership and indefinite resources for management classes promoted by HR, we are dedicating this update to our very own highly incompetent micromanagers. They move up the ladder quickly and leave a trail of dead bodies in their wake, making them easy to spot. These incompetent people are represented by LaTrina Frazier and her team. Their traits are used in this case study, and Latrina's behaviors were used as examples. 

1. Micromanagers usually start building their careers at the core of a big organization like the Medical Facilities of OSDH. It typically begins in an administrative or minor management position by manipulating everyone. They work on numerous schemes simultaneously; for example, LaTrina fabricated expertise, eliminated experts, fostered distrust, strained connections, and destroyed divisions.
2. To hide their aspirations and objectives, some managers initially assume the position of an extremely friendly and submissive subordinate. They occasionally take on the role of marginalized and misunderstood minority. LaTrina has made sure that she gets close to leadership to assure her advancement by playing a highly devoted subordinate. Her deceptive strategy for gaining the attention and support of her coworkers and superiors has been to instigate drama and take the lead in it as a martyr. LaTrina played her first act when she was appointed as assistant director without much expertise and knowledge.
3. These inept managers embellish their credentials by making endless, pointless big-word statements. What you see is what you get, from my experience in the outside world, the law is the law, we are a regulatory agency, are a few instances of the remarks LaTrina has been utilizing. She also makes sure to stress her connection with CMS as their liaison.
4. These managers operate as a pack of vultures under the leadership of an alpha personality. LaTrina formed several different clicks during her advancements with her counterfeit friendliness against fictitious foes. Because LaTrina lacks a sense of honor or friendship and because she has been hopping the ladder rather than ascending it, her alliances have never lasted for very long. From a few carefully chosen managers to a few directors to general counsel and beyond, her partnerships have grown. 
5. These managers employ catchphrases from other professions without understanding them as part of their effort to appear knowledgeable and well-rounded, much like a parrot repeating words that have been thought. LaTrina has courted numerous experts from various divisions in an endeavor to learn these catchphrases. She has used and abused these catchphrases to aggrandize her competency and to become the expert matter, which has caused problems for many divisions. She handles matters by stalling rather than letting the experts to do their job.
6. Competitors and foes of these inept people are other experts. Their expertise will reveal these bosses' overstated or nonexistent qualities. Everyone is there in the larger scheme of things to be used and then discarded. LaTrina has been responsible for staggering number of expert eliminations in Protective Health System division. She has been very thorough in getting rid of the experts that outshine her.
7. These managers do not get their hands dirty; they mainly use manipulated coworkers to help eliminate competition. LaTrina always made use of her coworkers by forming alliances. She has been transmitting false information about experts to their superiors and coworkers in order to damage their reputation. She makes sure that false information has been spread out through her several sources and gets repeated enough to become fake news. Per LaTrina’s perception, everyone and anyone is her rival.
8. The capacity to sow discord among a team is one of these micromanagers' most notable characteristics. All links and relationships must be under their control. The ability to pit colleagues against one another is LaTrina's greatest strength. She has destroyed relationships and teams, establishing herself as the confidante who betrays everyone.
9. They build information silos and filter it, which is another essential characteristic of these micromanagers. They won't divulge the information to the team since they use it as leverage. LaTrina wants to be the sole proprietor of the information so she can manipulate and interpret the requirements, laws, and regulations however she sees fit for her advancement. She has been cutting ties between stakeholders and divisions and even communications within divisions. No one is allowed to pass any form of information or have a friendly chat without getting scorned. Stakeholders and staff are unaware of the current problems and challenges, and everyone is waiting for LaTrina to take action.
10. Extreme micromanagement is the primary trait of ineffective micromanagers. LaTrina has people that loiter near the coffee maker to listen in on conversations and watch the hallways. Even though she is not the direct supervisor, she forces managers to use faulty electronic devices to check employees' availability and even personally overrides medical professionals' requests for accommodations for employees with FMLA.  
11. These managers impose arbitrary rules and regulations for their micromanagements without providing any justification. They exploit their title to impose absurd, made-up procedures on the workers because they need to feel in charge. LaTrina's Staff frequently received justification in the form of "it is Dr. Frazier's wish" rather than an explanation of random rules.
12. Extremely inept micromanagers have an impact on an organization's culture. Everything, including the culture of lying and manipulation, eventually trickles down. They have elevated their friends through their expedited promotion. The most incompetent employees and allies, who assisted LaTrina have been promoted.
13. These extremely narcissistic super-micromanagers push out used-up cronies. When Latrina's allies depart or retire, they are already dead to her. Her buddies retire without receiving the higher retirement pay because they can no longer stand the filthy environment they helped to create. LaTrina throws tantrums like a mean two-year-old and schedules the All Staff meeting for the day after their leave without giving any consideration for the 30 years plus of their services. 
     

Of course, these managers lack a lot of attributes like openness, honesty, and enthusiasm for learning through reading or listening, but that is outside the focus of this update. I will see many of you at the mandatory All Staff meeting to find out who the Medical Facilities Director successor will be. Since Tweedledee has already begun receiving copies of emails and Tweedledum is acting in a very unusual manner and developing close bonds with the staff, many people are placing bets on Tweedledum and or Tweedledee!