When half of a team are lone wolves because they see no other way to get things done, and the other half are rules lawyers who don't care whether things get done, I think that's a clear sign of management failure. Both of these personality types show up when team members have no faith that they can efficiently work together with their teammates: "drones" reject the idea of working efficiently, and "cowboys" reject the idea of working together.<p>There are lots of ways for management to go wrong, but if you feel like this article describes your small business, here are some low-hanging fruit:<p>- Have you sought out management coaching, or are you trying to become a good manager by trial and error?<p>- Do you treat your employees as trusted, respected professionals (meaning: people who might know better than you)? Do your employees treat one another that way? Do they give you that same respect?<p>- When you've made a mistake, big or small, how do you discover it? Do your employees and co-founders feel safe and secure enough to give you frequent negative feedback? Do they trust that you'll act on it?<p>- Do you have the time and resources to provide good management for all of the employees that you're directly responsible for? Have you been properly hiring, promoting and delegating to spread out that workload as the team grows?<p>- Leaders are just team members whose job is to produce decisions, in the same way that a software engineer's job is to produce code. Are you actually doing your job, by consistently producing high-quality decisions? Who's keeping track of that?<p>- Your most impactful responsibilities are hiring, firing, promotions, setting salaries, and choosing how to balance quality against speed. Are you giving all of those decisions the care and effort which they deserve?