Many years ago, I had a boss who loved management fads. In fact, I’d say that he never met a management fad he didn’t like—especially if it was one he could co-opt and give the impression that he developed it.

This came to mind this week while reading a column in the Financial Times headlined “A word in your ear,” by Lucy Kellaway. She attacked “the biggest and most fashionable of all modern leadership fads”—listening. She quotes Tony Hayward, the new head of BP, who declared that he has a “leadership style that really listens.”

“There is nothing wrong with listening per se,” Kellaway says. “Yet just because some listening is essential, it does not follow that listening is what sorts out successful leaders from the rest. Neither does it mean that leaders should ever stand up and declare themselves to be good listeners.”

I agree with that, but I’d take it even further: Good listening is one of those basic traits that is the hallmark of a good manager. In fact, good listening skills are essential to being a good manager. If you have to brag that your listening prowess is some wonderfully special talent, well, it probably means that you’re not all that much of a manager to begin with.

Rarely do management fads accomplish much. My experience is that they are mostly silly ideas that sound new and cutting edge, but ultimately do little except get some undeserved attention while distracting the workforce from the job at hand. I’ve also found that they are usually unsustainable because the emphasis is primarily on being new and different instead of doing something better to improve the business.

Kellaway of the Financial Times had a slightly different perspective: “There is only one good reason for saying ‘my management style is to listen’ and that is if you want to belittle your predecessor. As often as not, those who say they believe in listening are saying … that the old guy was arrogant, out of touch and nothing like the new one.”

Have you encountered a dumb management fad? I’d love to hear from people who have, either with a posted comment here or sent to me directly at jhollon@workforce.com.