5 Signs that You’re a Bad Leader – Sharon Hooper

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You’re a bad leader. Do you have someone to tell you that? No. Your team members would never be that specific. If you have a supervisor, they will tell you that your leadership style needs adjustments, and they will probably do it in a subtle way. If they think you’re a bad leader, they will just simply fire you.

So how do you know whether you’re a good or a bad leader?

Self-evaluation is the key concept here. You know that leadership comes with a learning curve. You get better as you practice and learn more. You’re not born; you’re made into a great leader. Start by identifying the things that make you bad at leading. We’ll give you 5 signs that show you’re a bad leader. If you recognize yourself in any of them, it’s time to start making adjustments.

  1. You Equalize Leadership with Supervision

Many people understand the leader’s role superficially. They mainly perceive it as someone who delegates tasks and supervises their completion. A great leader, however, is a great motivator. They lead by example. They show how things should be done instead of checking if things have been done properly.

Marge Gregory, Editor-in-Chief for EssayOnTime, shares her experience: “My job as a regular editor was mostly limited to supervising. I checked the work of the authors from my team, I made the needed corrections, and I gave them feedback. When I got promoted to editor-in-chief, I continued doing the same thing. The teams under my supervision were not performing well. I realized: I must be doing something wrong here. I was. My direct supervision was making them stressed and unmotivated. They were anxiously waiting for my feedback every single day. I changed that approach. Instead of here’s what you did wrong, I shifted towards here’s what we can do better.”

You’re a leader, not a supervisor. Remember that!

  1. You Don’t Have a Consistent Leadership Style

Did you show up with a smile in the office today? How about yesterday? Did you have that positive attitude or were you criticizing and discouraging? Do you notice that sometimes you’re very productive and sometimes you don’t spend the entire day on social media? Do you notice that your troubles at home are affecting the way you work? You have a serious problem: inconsistency.

Great leaders are characterized with dependability. They are timely, productive, attentive to detail, and always supportive. Bad leaders, on the other hand… well, you don’t know what to expect from them. Sometimes they are very motivating, and sometimes the employees are freaked out by their approach.

Your leadership must not be a guessing game. Develop your style and keep it consistent!

  1. You Don’t Develop a Connection with People

Think about any great leader. Let’s take Richard Branson as an example. What are the most important traits that make his leadership style special? Empathy. Emotional intelligence. An ability to develop connections with his employees. He is known for putting the employees first. That’s why they are happy and motivated to work under his leadership.

A leader who is cold and distant is a bad leader. It doesn’t matter whether you’re at the workplace or in the middle of a team-building activity. It’s always important to keep the needs of your employees to mind. It’s important to make them feel comfortable around you. If they perceive you as a distant person, they won’t bother offering their best ideas and speaking up when they have something to say. That’s not the way to build a productive working environment.

  1. You’re Always in the Spotlight

If you’re always bragging about your own accomplishments without giving any credits, you’re a bad leader. In fact, you’re a terrible leader. When you succeed, you have to place the spotlight on the entire team. Without their contributions, you’d never make it this far. Not giving them credit for everything they did is disrespectful and distasteful.

Whenever you and your team do something great, show your appreciation. Never take the whole credit for yourself. Give everyone the attention they deserve. A decent sense of humility will definitely make you a better leader.

  1. You’re Not Ambitious

This is a problem for many mediocre leaders. They lost or never found their drive. They resist the idea to take any risk and they prefer to keep the company in the comfort zone. If it’s making enough money, it has to be okay, right? Wrong. The employees are constantly wondering: “where is this going?” If they see no chances for growth, they will start considering other options. We’re not talking about growth in terms of getting promotions. We’re talking about the growth of a company they can be proud of.

Great leaders take risks and steps ahead. They have dreams and goals. That enthusiasm is reflected on all employees. Ambition is one of the essential qualities a true leader must have.

Bad leadership is more common than you think. If you became a leader, it doesn’t mean you’re at your best. There’s always space for growth and improvement. The first step is to identify and fix your flaws. If you recognized yourself in some of the 5 signs above, you already have a starting point.

Sharon is a marketing specialist and blogger from Manchester, UK.

When she has a minute, she loves to share a few of her thoughts about marketing, writing and blogging with you.

You could follow Sharon on Facebook.

How to Lead People Who Don’t Want to Be Led – Micheal Gilmore

mickyates ideas, Inspiration, Leader, leadership, Organization, Teams 0 Comments

Have you ever wondered why leadership was necessary? The leader provides vision, direction, and motivation for the team. They generate an emotional and collaborative connection within the team. They attract good workers and engage them to put efforts in a common cause.

The only problem is: there are people who resist leadership, no matter how great the leader is. They passively refuse to take part into the positive flow. You want to motivate them, but they get stuck. What do you do? Do you just fire them? No. You try to understand them. These people can be brilliant achievers. You just need to adjust your style, so you’ll achieve the goals you aim for.

Lilly Smith, a team leader at ResumesPlanet, explains: “Throughout my work as a team leader, I’ve encountered people who resisted the encouragement I was trying to give. There are always a few bad apples. Their attitude is horrible. For example, I send them an email with tips on how to improve their work. The email is not criticizing at all. It’s more like you’re doing well, but here are few tips that will make your work even better. No response. The writer simply ignores my message and makes no changes to their work. With time, I realized it was me. They were under-performing because they were under-led. So I took this more authoritative approach and it worked.”

Taking a more authoritative approach works in some cases. In others, it may only make things worse. What do you do? Are there any tested and proven strategies for leading people who don’t want to be led? We have a list of tips for you.

  1. Analyze Your Leadership Style

If you have more than one team member who’s not following your lead, it’s not them. It’s probably you. Discover the reasons why people resist your leadership. Are you disorganized? Inconsistent? Too harsh on them? Not authoritative enough?

If you want people to follow you, this is the first step to make: turn yourself into a better leader. Yes, some of them will still resist you. When you improve your leadership style, however, there will be fewer of those workers and it will be easier to deal with them.

  1. Set Clear Goals and Expectations

Why do some of your workers under-perform? Ask yourself: are they aware of the performance standards? If you haven’t set clear goals and expectations, you can’t expect them to read your mind.

A leader has to clarify what a good job looks like. When you do that, you’ll be able to explain what went wrong with those who failed to deliver. Give constant feedback based on those standards. Define what acceptable behavior is and tell your workers when they violate those limits.

  1. Create the Culture of Respect

Disagreement is not the same thing with disrespect. Disagreement is allowed in your team. In fact, it’s much appreciated when it’s constructive. Disrespect, however, should never be allowed. That attitude usually comes from those people who don’t want to be led.

How do you establish respectful culture as the core of your leadership style? Start from yourself. Value everyone’s opinion and let them share it. When you notice that someone is disrespectful towards you or the other members of the team, warn them about that attitude. High-performance partnerships are based on listening, appreciation, and respect.

  1. Focus on the Results; Not the Method

No one wants to work under a dictatorship. People won’t be motivated if you obsess over how and when things get done. You can focus on what needs to be done instead. Of course you’ll set some deadlines and you’ll give broad instructions. However, you must be flexible for some creativity. You have to stop counting the time your workers spend working. You should not be over their heads, monitoring every single step they make.

Focus on the difference they are making with their work. Focus on the results they are achieving. They will appreciate the space and the freedom to decide what road to take. You hired capable, smart individuals. You’ll be surprised with what they can achieve if you’re a bit more flexible with the way they do it.

  1. Appreciate the Good Stuff

“Good job!” That’s all you need to say when someone achieves satisfactory results. It’s okay to provide recommendations for improvements when necessary. However, it’s also necessary to show your appreciation for a job well done.

Thank your workers specifically. If they resist your leadership, they will start accepting you more when they see you appreciate their efforts.

Of course, you cannot fake this approval. Say “good job!” only when you really mean it. You’re still the leader. You can’t take your leadership to a servile degree.

Every single member of your team matters. You want them to achieve good results, but you also want them to be happy with the job they have. To achieve that goal, you need to learn how to deal with those people who don’t want to be led. There’s a way to turn the situation around. Try the tips we suggested above and see what happens.

About the author:

Micheal Gilmore is a blogger and entrepreneur from Dallas, TX. He specializes in building high-performance teams and delivering great products in the least time.

Micheal is also a passionate career advisor and facilitator. His life is fully dedicated to the people.

You can catch Micheal on Twitter.

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