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4 sins of leadership

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Leadership sins To succeed, you need employees to buy in to your goals and commit to putting in the effort to hit them. The last thing you want to do is alienate them by committing these leadership sins:

Expecting way too much. Goals should be challenging, but they should also be attainable. If you are asking employees to meet unrealistic objectives or quotas, they won’t feel it’s possible to reach them, and they may stop trying altogether.

Putting employees on a “need to know” basis. Some leaders do this as a power trip, while others do it because they don’t want to demoralize their staff with negative news. However, if you withhold information from employees, you will lose their trust. Additionally, you force them to work without all the information they need to do their jobs well, and that leads to mistakes and rework.

Making overwhelming workloads the norm. Sure, every now and then, employees will be slammed with work. They may have to put in extra hours, and their stress may be high. However, that shouldn’t be an everyday thing. Assess everyone’s workload at least once a month to ensure that you aren’t overworking your staff.

Turning into a control freak. If you micromanage employees’ every move and dictate every decision, no matter how small, you steal employees’ power and accountability, and you rob them of opportunities to build their problem-solving and decision-making skills. They’ll stop trying to be creative and innovative, and instead, wait for you to tell them what to do. Learn to trust your employees and give up some control. They’ll feel empowered, and you will have more time to focus on your own work.

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