In one research study, while there were multiple influential manager behaviors, two had the strongest impact, accounting for 34 percent of the variance in the overall climate of trust. (from Gervase Bushe, Clear Leadership: sustaining real collaboration at work. Nicholas Brealey Publishing, 2010)
One variable causing negative impact was a manager's degree of fusion: this was defined as having a hard time saying no, being easily swayed by emotional appeals, showing a desire to please everyone, and getting too close to people.
The other variable causing negative impact was a manager's lack of clear self-boundaries: this was defined by multiple factors including not staying calm under stress, basing decisions on perceptions rather than facts, and lack of skilled management of disagreements (e.g. not separating the issues from feelings about a person).
Conclusion: The study indicates that managers who do not manage their feelings very well or "who want to please everyone reduce the level of collaboration among people in an organization." (Bushe, 2010)