5 Mistakes That Leaders Make
What are your daily fears as a leader? Are you scared of making mistakes? What will happen especially when you as a leader make mistakes? Yet it is human for anybody to make mistakes. This can be as a result that you lack knowledge, maybe terribly stressed or even some bad habits which you have acquired with time.
Let us look at some 5 common mistakes that you can make as a leader and also how best to avoid them:
1. Not Taking Time To Build Relationship With People:
If you as a leader are not interested in people on a human level then that is the first step to your downfall. A leader who is conceptually interested in others but does not make time to build a relationship with them misses the mark as well, whether those are employees, their colleagues, customers or even stakeholders. Building a deep emotional relationship or connection that is different from just simply liking someone. In fact you do not have to like that person to build a relationship with them. You do have to get to know them and understand exactly what makes them tick. This will take time above and beyond the pure task-oriented work!
2. Not Being Available and Accessible:
The fact that you as a leader need to delegate tasks, does not mean that you should detach yourself emotionally from your team. Leaders who assign tasks and walk away with a completely hand-off approach are abandoning their people without even being aware of it. Good delegation relies on continued connection and accessibility. You need to maintain a sense of connectivity by signaling that you are available. It does not in any way mean that you will immediately respond to every small request, on the contrary, it means that you have built bridges for people to reach you as well as offering guidelines for using those bridges
3. Lack of Focusing on Developing Talent:
If you as a leader are just focusing on driving the achievement of your business goals and as a result you avoid the inherent human needs desire of learning, their desire to expand their skills and competences while doing their work, then you are definitely doing your business more harm than good.
You must make learning an integral part of achieving results. By prioritizing learning, you will this way become a great leader who can spot and develop talent in people who might themselves not be aware of it. You will enhance your role as a talent hunter.
4. Feedback on Performance:
Psychologically speaking, people achieve high performance only if they know the truth about their effectiveness. If you ignore this need you are practically robbing people of the key to their future. Obviously tough feedbacks will be painful, but again great leaders know how to deliver this painful message in such a way that it transforms it into gain so that at the end of the day people end up saying “thank you” – “give me more” instead of falling in frustration. Talented people who want to learn would rather get a slap on their face with the truth instead of being kissed on the cheek with a lie. Talented people use these critical feedbacks as an opportunity of improving and aiming to get better. Develop your ability on how you convey hard truths about performance and unlock the door to higher performance.
5. Taking Emotions into Account:
Very often good leaders have problems with emotions as they feel this is a way of exposing their weakness, however strong emotions such as loss, disappointment, failure and separation are all part and parcel of our society and cause pain. In fact researches have shown that loss and even the fear of anticipated loss has a stronger effect on people’s behavior as compared to the potential benefits and rewards.
If you are a leader and you ignore the emotions of loss and disappointment you are making a serious mistake as this way you are reducing employee engagement. Make a different by just being aware of these emotions by simply showing true interest in that person’s experience.