For simplicity’s sake, we can boil leadership down to: the good, the bad, and you.
This is the first of three posts to cover all three. When the topic of leadership comes up, most people think first about “bad bosses” — they skip right over the good, to the bad. So here goes, I’ll use this first post to explore bad leadership.
Really, is there anything left to write about bad leadership? I’ve been known to say that every problem within an organization can be tied back to a lack of leadership. Bad leaders, I’m talking to you about six behaviors that don’t serve you well.
You don’t listen.
When you interrupt, you might shut off information key to your decision making and you potentially discourage someone from coming back to inform you in the future. If you aren’t listening to your team, they can’t ask get the answers for directing and improving their daily work. While listening, you should ask questions to clarify or learn more. No questions might send the message you aren’t listening.
You don’t understand your own success depends on the quality of your team.
A leader leads people, not a department or unit. People are the secret sauce for completing projects that accomplish your goals, support your vision, and frankly, make you look good. The ability of your team to do high-quality work depends on your leadership.
You use phrases like “my employees” or “the people who work for me.”
Your collective team is made up of individuals with unique skills and talents you need to develop. Remember, different people require different leadership styles. If you think of them as employees who work for you, you aren’t building a team; you won’t have their loyalty and the good ones won’t stay.
You don’t say thank you.
You point out the negative and are silent about the positive. This is not the right approach: in fact, the no news is good news mantra for leading people was never right. Individuals you work with need to know you appreciate and value their contributions. Saying thank you is the out loud way to be sure they know you are grateful for their work. Really, how hard is it to do?
You aren’t honest about feedback.
At the end of the day, people want to know where they stand. If you’re unable or unwilling to look someone in the eye and share honest feedback, you are unfair and a bad leader. When you accept a leadership role, you take on responsibility for helping people improve and the only way to do that is by confronting them directly about what they need to do differently.
You act like a manager.
You think about the org chart, the non-people parts—the process, policy, scope, and tasks. When you act like manager, you are less focused on goals. Tied to the here and now, you are likely to protect turf, invest in the status quo, and reduce risk. To be innovative, people need vision and inspiration. If you manage, you must also lead.
In my next post: The Good Leaders