You've built your leadership position on a strong track record, deep industry knowledge, and years of customer experience. That's impressive – but these won't make you a great leader.
The challenge? Organizations with top-tier leaders are 13 times more likely to outperform competitors in financial performance, customer engagement, and satisfaction, per a Development Dimensions International survey.
Related: 5 Exemplary Leadership Practices
In my 25 years mentoring elite teams worldwide, I've pinpointed five flaws shared by underperforming leaders. Here's how to spot and overcome them:
1. Failing to Build Trust
Trust is the foundation of effective leadership – yet most leaders fall short. It's business's top currency, amplifying through your organization. Gauge trust levels with these questions:
Surveys reveal the gap: Only 36% of employees see leaders as honest (Age Wave/Harris Interactive), and CEO trust hit a low of 37% (2017 Edelman Trust Barometer). Teams trust visionary leaders who inspire belief before action. Audit and repair trust gaps now.
2. Relying on Authority, Not Skill
True leadership demands honed skills, not just tenure or authority. Signs of trouble: No mentor or development plan, and hiding weaknesses.
Insecure leaders pose; confident ones embrace vulnerability – your weaknesses become others' strengths. Stay in your core competency zone for maximum impact.
Low engagement costs 33% in profits and 11% in growth annually (2007 Global Workforce Study). Despite 83% of firms valuing leader development, only 5% execute it fully. Craft a personal plan leveraging your strengths, ideally with a mentor.
3. Lacking Emotional Connection
Don't blame 'style' for disconnection – emotional bonds drive action, adoption, and results. Gallup's 2017 study shows 70% of culture variance stems from leaders' skills.
Your impact either propels or stalls your team. Uncover their 'Why' – motivations, inspirations – and connect emotionally. Tasks without purpose fade fast.
Related: 10 Habits of Ultra-Likeable Leaders
4. Neglecting Investment in People
High-performing teams demand time, resources, and focus. At a recent executive training, fewer than 3% had plans for staff career goals.
Trust ties back here: People follow if they see a brighter future. Tailor development plans to individual goals and motivations. Fear of retention? Poor leadership drives 37% turnover (CareerBuilder); 38% job-hunt actively (Globoforce).
Combat brain drain with ongoing collaboration and learning cultures.
5. Ignoring Team Wins
Celebration boosts morale and output – yet poor leaders skip it. A 2015 Harvard Business Review survey found 77% would work harder with recognition; 39% feel undervalued.
Build traditions: Shout out wins, award milestones. Elevate self-esteem, elevate results.
Even one flaw is fixable. Assess urgently and lead exceptionally.
