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10 Leadership Flaws You Must Change Now!

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Today I wanted to share with you all some insight into 10 leadership flaws you should stop right now! Long gone are the days of the traditional command style leadership where subordinates are told what to do. In the modern workplace, employees are continuously asking themselves…why?

We’ve reached the age of “transformative” leadership, where motivation, morale, performance, and engagement are all linked together. Today’s workforce doesn’t seek to work aimlessly for an employer they do not support. They seek a mission, a vision, and most importantly attainable goals that are linked to their own personal goals. There are many businesses out there that are stuck in the “baby boomer age,” and have found their old practices failing them as Gen Y employees are entering the workforce. Organizations are finding themselves unable to engage and retain because their old model of monetary rewards and plaques doesn’t demonstrate to employees their worth or purpose.

Organizations must clarify value and purpose to their employees. Once that’s done you can see how they’ll connect themselves to the larger vision of the organization and strive to improve their skills, attitudes, and behaviours. It’s up to organizations to discover and implement what ways will engage their employees best, and from there you will see increased retention, revenue, productivity, and morale while decreasing turnover and absenteeism.

Unfortunately, many leaders follow and practice 10 leadership flaws on an everyday basis. Leaders that don’t communicate, engage, or recognize, will find themselves with very high turnover rates and little to show for it.

So, Here Are 10 Leadership Flaws You Must Change Today!

1. Micro Management:

Leaders you must resist the urge to control every single detail of the business. Instead, empower your employees you take on greater challenges and to even make mistakes without repercussions. Allow employees to fail-forward while helping them recognize where and why they made mistakes. By doing so, they know where and how to improve and feel less fear about admitting a mistake with actual repercussions.

2. Visibility:

Leading by grazing around the office like a cow doesn’t benefit anyone. Instead be active and engaging when travelling throughout the office. It’s important to be visible and accessible to employees so they don’t feel stress, anxiety, or pressure to ask questions, suggest ideas, or raise concerns. Instead, take the time to have small conversations, digest ideas, and share results with employees so they’re aware of what’s going on internally as well.

3. Trying to know it all:

Leaders can’t walk around attempting to lead with their head in the clouds as if they’re aware of everything. Learning doesn’t end when one reaches a higher position that holds them responsible of other people. Unless a leader is willing to grow and expand their skills, then the people you lead will reach a plateau of success. At the same time, it’s just as important to not take on responsibilities that require skills you don’t have. Instead, recognize who would be the best fit and trust them to do a successful job without you micro-managing every step.

4. Mistakes:

Everyone makes them, so allow them. Implementing a no mistakes or “no tolerance policy” adds pressure, stress, and anxiety in the workplace. Your employees aren’t comfortable walking on egg shells, and as a result they don’t work to the best of their ability. Instead, leaders need to not only admit mistakes, but demonstrate that it’s alright if they happen.

5. Dollars make the decisions:

Enable your employees greater autonomy and provide the tools they require to do their job successfully. A green bill only drives revenue, but its people that drive customer loyalty, satisfaction, and as a result of the two…revenue! Give employees the opportunity to be a part of the decision making process that way there are less mistakes and miscommunication of what’s expected.

6. Set the bar higher:

Many leaders recruit those that fit the job description on paper and hope they’ll be competent enough to be successful. In many organizations, being competent is enough to survive but not enough to grow. Instead, leaders must develop top-talent and recruit those that will not just do the job on paper but also go the extra mile. It’s far more effective to hire an employee who is already engaged and able to adapt to your culture rather than developing an employee that is initially disengaged.

7. Technology is/isn’t the answer:

Technology can be a double edged sword. In some industries it can enhance communications and productivity, yet in others it can be a distraction from work. Dependent on your industry, leaders must look for less ways to enhance communications via technology and instead invest in ways that enhance offline communications.

8. Initiate and demonstrate change:

Until a leader demonstrates to their employees that they’re willing to change, nothing will happen. A leader can’t only be specific about what they want and when. Don’t attempt to communicate what you want exactly and then reshape communications over and over. Instead, discuss with people ideas, opinions, and what their thoughts are. Demonstrate to employees you value their ideas and opinions and if you use one of them, give credit!

9. Wellness:

Part of initiating and demonstrating change is also improving the working environment and culture. If employees work in a negative environment where transparency is low and barriers to information are high, they’re going to feel untrusted, frustrated, and more than likely be disengaged. Instead remove those barriers and enable employees to live a positive lifestyle by providing wellness options to manage their stress, anxiety, and fears.

10. Monetary incentives:

Leaders need to understand that the old methodology of paying someone more and expecting more doesn’t work anymore. Today’s workforce would rather be told how and why they’re a valuable team member rather than be given a monetary bonus. Money comes and goes, but words are everlasting. Communicating to an employee why they’re a part of the organizations success has a far greater effect on improving long-term performance, morale, and engagement.

So, there you have it! 10 leadership practices you must end today!

Keep Leading,
Aman

 

 

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