Few leaders wake up in the morning and say to themselves, “I wonder how I can screw up today?” Most leaders have good intentions and earnestly try to lead in the right ways, but sometimes the actions they think are helpful to their team actually cause harm or frustration. They’re trying to lead right in the wrong ways.
Here are five common ways leaders try to do the right thing in the wrong way:
1. Valuing results at the expense of relationships – Leaders are responsible for achieving results, and a common mistake is to pursue those results at the expense of relationships. Meet the sales quota…close the deal…finish the project under budget, on time, and with top quality…all important goals to achieve in and of themselves. But how do leaders achieve them? Through the efforts of the people they lead. What good does it do to run roughshod over your people to achieve a short-term goal? It may produce immediate success but it will destroy your long-term effectiveness. Leading right in this instance means valuing results and relationships. Take care of the needs and concerns of your people and they will take care of your customers, projects, and business.
2. Treating everyone the same in order to be fair – Leaders have to balance myriad issues and one of the trickiest is treating people fairly. Playing favorites is a huge trust buster! It kills the morale of your team and makes people suspicious of your motives and decisions. One way leaders try to avoid this problem is by treating everyone the same, and quite frankly, it’s a leadership cop-out. Most leaders do this because it’s easy, expedient, and causes them fewer headaches. Leading right in this case means treating people equitably and ethically given the particular situation. Of course, there are some policies and procedures that need to be universally applied, such as health, safety, and operational business processes, but leaders have more opportunities than they realize to increase employee loyalty and engagement by treating them as individuals with specific needs rather than just another nameless face that needs to toe the line.
3. Not developing relationships in order to maintain professional distance – This can be a particular challenge for newly promoted leaders who find themselves leading people who used to be their peers. In an effort to establish leadership credibility, leaders become reticent to develop personal relationships with those they lead. This results in a lack of connection with people, lowers their trust, and reduces commitment and engagement on the job. Research has shown that one of the twelve key factors of employee work passion is “connectedness with leader.” People want to have a personal connection with their leaders. They want to know and be known. Learn what makes your people tick, what’s important to them, their hopes, dreams, and fears. Leading in this way will gain you trust, loyalty, and commitment in spades.
4. Hoarding information – Why do people hoard information? Because information is power, power is control, and leaders love to be in control. In a well-intentioned effort to maintain proper control of their team, leaders can lead in the wrong way by playing their cards too close to the vest. Lack of information sharing leads to suspicion and distrust. Leaders build trust by sharing information about themselves and the organization. On the personal side, sharing information about yourself allows you to be a little vulnerable with your people and they get to know you as a person, not just as a boss (see #3 above). Sharing information about the organization allows your people to make smart business decisions. People without information cannot act responsibly. In the absence of information people will make up their own version of the truth. However, people with information are compelled to act responsibly.
5. Micromanaging – Micromanagers are like dirty baby diapers—full of crap and all over your butt. Ironically, most leaders don’t realize they’re micromanaging. They think they’re helping someone out by telling them what to do, how to do it, and when to do it. That’s fine when a person is first learning a task or skill, but once the person demonstrates competence and commitment in doing the work, the leader needs to back off and let the employee be in charge of the task or goal. Micromanaging competent team members kills their initiative and morale, and over time, creates a state of learned helplessness. They give up on using their brain because they know the boss is going to tell them how to do it anyway.
Most leaders have good intentions and want to lead right, but sometimes we go about it in the wrong ways. Take time to pause and think about your leadership behaviors before you jump into action. If you don’t, you might be causing more harm than good.