Monday, July 12, 2010

Common Mistakes Leaders Make in the Workplace

The following are common transgressions made by supervisors/managers in the workplace. These behaviors will erode your credibility and create significant mistrust in your team. Having a strong sense of self awareness is critical to every leader’s success. If you recognize yourself participating in any of these behaviors, take the initiative to immediately change your course of action. Take some time to review the expectations of your leadership role and analyze your relationships and interactions with your team.

UTILIZING THE SAME EMPLOYEES FOR KEY PROJECTS- There are leaders who consistently use the same employees for key projects and special assignments. This is extremely detrimental to the health of your team, as it does not allow all of your employees to grow. It can also create the perception of favoritism within the team. I have seen situations where the perceived ‘favored’ employees begin treating other team members poorly. People don’t stay where they are not wanted. Employees who feel expendable will undoubtedly seek employment elsewhere and you will be stuck dealing with unneeded turnover. Your job is to create a strong team environment where employees can flourish. Challenging each employee with unique stretch assignments will not only help them grow in their role, but it will create a stronger skill set and prepare them future opportunities. Employees that feel you are invested in their success, and have created an even playing field where all can succeed, will reward your commitment with increased loyalty to you, the team and the organization.

THROWING YOUR EMPLOYEES UNDER THE BUS- There are times when an employee will make an significant error in their work that has negative consequences to the department, division or organization. You need to understand that as the leader of the team, you are ultimately accountable for all of the successes and failures that occur within your team. Playing the blame game by pointing fingers not only demonstrates a lack of integrity, but sends a strong message that you do not possess an understanding of the accountability required of all leaders. You boss will be smart enough to know that you did not personally make the error, so pointing fingers accomplishes nothing other than minimizing your credibility. You need to assess the situation that occurred and present the facts to your boss including what steps YOU are taking to mitigate the risk of future issues. Include any oversight you will have in the process.

FAILING TO LEAD BY EXAMPLE- There is nothing more frustrating to employees than working for a boss who leads by the “do as I say, not as I do” method of management. You know the type of boss I am referring to, the one who writes their employees up for tardiness, but has not made it into work on time for the past year. Leaders, who constantly talk about integrity, but continue to try and lie their way out of issues and problems occurring in the work place. Those who talk a big game about standing up for what is right, but wouldn’t know courageous leadership if it was staring them in the face. We all have our strengths and areas of development need, but a true leader needs to have enough self awareness to understand that they are leading through the example they are setting each and every day.

LEADING BY POWER AND INTIMIDATION- There are far too many leaders in this world whose reign has more to do with power than serving the employees they have the privilege of leading. This type of mindset is extremely harmful to the workplace, and inevitably will end up in the age old battle of good versus evil. Employees will only tolerate so much negativity, cruelty, bullying and fear before they will ban together in an effort to oust the intimidator. It is my experience that the power of the people always wins, so if you are more interested in power than the responsibilities of true leadership, look out because you are on a short track to a career change.

SHARING CONFIDENTIAL INFORMATION WITH AN EMPLOYEE ABOUT ONE OF THEIR PEERS- Unfortunately, it is not uncommon for leaders to share confidential information with a team member about a fellow employee who is struggling with a performance or conduct issue. Although initially it may make the employee feel like they are a part of your inner circle, it won’t take long for the employee to start wondering who you may be talking to about them. You have a boss and supervisory peers who you can discuss these types of confidential issues with. DO NOT talk to your employees about their peers!

THERE IS NO SUCH THING AS BEING FRIENDS WITH YOUR EMPLOYEES- It drives me absolutely bonkers when I hear about supervisors/managers ‘hanging out’ with their employees. One of the big drawbacks to being in a leadership role is the isolation that can occur. Your social circle must immediately transition from those who may have been your fellow co-workers, to your new peer group of supervisors or managers. Unfortunately, it can be difficult to break social ties with those whom you were once friends with, but trust me; there is nothing positive that can come from socializing with members of your team. Whether trying to socialize in the workplace or outside, this is a practice that is very dangerous and will inevitably have negative consequences for you and your team. Not only does this behavior set you up for accusations of favoritism, but it compromises your ability to effectively deal with any issues that may arise with your ‘friends’. Keep in mind that life and relationships can change with every breath we take, and a once cohesive relationship with a ‘friend’ can turn sour in short order. Imagine the complications of trying to address a performance or conduct issue with someone who has less than warm and fuzzy feelings about you. You can bet that any negative thing you ever said related to the work environment or employees on your team will be broadcast for all to hear. Don’t compromise yourself by digging your heals in on this issue. There can serious career consequences for those leaders who do not heed this advice.

SUMMARY
Making the decision to become a leader is not one that should be taken lightly. There is a tremendous amount of responsibility and sacrifice that goes with the role, not to mention the accountability factor which dictates that you are responsible for everything that happens with your employees. If you are currently in a leadership role, and see yourself in any of these scenarios above, it is time to make a commitment to change your ways. If you are not interested in modifying your leadership behavior, then clearly the role is not for you. Employees deserve the opportunity to report to a courageous leader who personifies kindness, honesty and integrity. The question is….are you the right person for the job?

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