For the past years, I have observed and worked with different managers, team leaders, and coaches. I have observed, and I realized there are consistent errors and management mistakes, which are made routinely. Some of which I have been in fact a victim of these observations.
I thought of sharing a few of the most frequent mistakes that leaders make that could have a detrimental negative impact in the organization’s effectiveness and productivity. My ideas are the result of seeing continuous leadership mistakes that are repeatedly done by team leaders and managers, which cost their organization’s effectiveness, time, and the company’s profits and market share.
No one is perfect. Show me a manager that never makes mistakes and I will show you a manager that is not trying to reach their full potential as a manager or leader. Everyone is exempted to the rule of making the right decision at all times because no one is infallible. I also realized that no one has all negative and all positive attitude or traits. No one practices good judgment 100% at all time. Below are my list that I feel are the most common management mistakes that if ignored over time will have significant consequences on the performance of a department or even an organization.
First, more focused on WHOs and not on Whats, like WHO says it or doesn’t say it, WHO didn’t do it or did it instead of WHAT is the best for the team or WHAT is the best for the organization and its future welfare and health.
Second, not listening to their team or caring for their individual issues, needs, frustrations, and concerns.
Third, their EGO is more important so good decisions, choices, behaviors and actions are taken for granted.
Fourth, they are too arrogant.
Fifth, they have personal agendas that tend to sabotage the effectiveness of employee performance.
Sixth, leaders who perceive people who deliver bad news or offer suggestions that is different from their ideas as poor team players and troublemakers.
Seventh, leaders who are seeking only suggestions, which supports their agenda, views, positions, opinions and perceptions.
Eight, leaders who see disagreements as tot encouraging disagreement or disloyalty.
Ninth, leaders who do not talk to their people who will be affected by decisions before carrying them out.
Tenth, leaders who love to take credit and have the habit of giving blame.
Eleventh, leaders who cannot communicate with honesty, openness, and be consistent in what he delivers.
Twelfth, leaders who cannot consistently delivers feedback of reinforcement and positive appreciation of feedback.
Thirteenth, leaders who have poor coaching abilities.
Fourthteenth, leaders who give responsibility without authorities.
Fifthteenth, leaders who loves to play favorites with certain employees.
Sixthteenth, leaders who do not understand that negative feedback is not to punish employees but to change their behaviors. If you are a leader and you do not understand this, I guess, you need to take a vacation and meditate on this one.
Seventhteenth, leaders who have inadequate and inconsistent training.
Finally, leaders who are not hiring strong candidates that could one day be their replacement.
With these experiences, a true leader is not about the position. It is not about your title. You may be a coach but you are not considered a leader by your team or someone from your team feels he is being left behind. You can be the president of a company but your subordinates do not consider you as a leader.
A leader is someone who can attract people to follow him. People who are willingly will go to his direction and enlist people in because they believe in him.
I have been busy lately on my new project. I am on training for the past 4 weeks now and hopefully, I will back on my regular schedule next week.
