95% of all office going people in the WORLD
HATE their BOSSES!!!
18 LEADERSHIP BEHAVIORS that make you a BAD BOSS
𧡠π
HATE their BOSSES!!!
18 LEADERSHIP BEHAVIORS that make you a BAD BOSS
𧡠π
1/ Tunnel Vision
Hesitating to explore alternatives.
When you focus on one objective and filter all information, facts, and data through that prism,
then you are waiting for failure to happen.
Hesitating to explore alternatives.
When you focus on one objective and filter all information, facts, and data through that prism,
then you are waiting for failure to happen.
https://twitter.com/sweatystartup/status/1351875644578279427
2/ Absenteeism
Leaders can easily get caught up in their own responsibilities and not be available to their team.
As a leader or manager, your team comes first.
Prevent this by scheduling time for your team and mastering active listening skills.
Leaders can easily get caught up in their own responsibilities and not be available to their team.
As a leader or manager, your team comes first.
Prevent this by scheduling time for your team and mastering active listening skills.
https://twitter.com/AmyCEdmondson/status/1246375585372241920
3/ Feedback Hoarding
According to a Ken Blanchard Companies survey of 1,400 executives, hoarding feedback is the most common leadership error.
Without timely feedback, you're denying your team members an opportunity to learn and grow.
According to a Ken Blanchard Companies survey of 1,400 executives, hoarding feedback is the most common leadership error.
Without timely feedback, you're denying your team members an opportunity to learn and grow.
https://twitter.com/JamesClear/status/1259540481308069890
4/ Managing conflict ineffectively
Unresolved disputes inhibit cooperation.
Disputes become "fish under the table"
You must "clean" these fish by addressing the underlying conflict.
Your reward: a fantastic fish dinner at night.
Unresolved disputes inhibit cooperation.
Disputes become "fish under the table"
You must "clean" these fish by addressing the underlying conflict.
Your reward: a fantastic fish dinner at night.
https://twitter.com/AmyCEdmondson/status/969653737693335552
5/ Misreading Motivation
Many leaders assume their team just works for money.
Fact:
Flexible working inspires those seeking a better work/life balance.
Others are driven by success, more responsibility, praise, or a sense of community.
Many leaders assume their team just works for money.
Fact:
Flexible working inspires those seeking a better work/life balance.
Others are driven by success, more responsibility, praise, or a sense of community.
https://twitter.com/anthilemoon/status/1229423163332812802
6/ NO Boundaries
People are complicated, emotional, and unpredictable.
It is vital to set clear boundaries between work and relationships, regardless of who reports to you.
People are complicated, emotional, and unpredictable.
It is vital to set clear boundaries between work and relationships, regardless of who reports to you.
https://twitter.com/JamesClear/status/1296429807232864257
7/ Shying in Public
You and your team's efforts will be unnoticed until you make large companywide presentations or speak out in critical meetings.
Learn the skill of public speaking.
You and your team's efforts will be unnoticed until you make large companywide presentations or speak out in critical meetings.
Learn the skill of public speaking.
https://twitter.com/warikoo/status/1356474435180654592
8/ Role Guessing
When you become a leader, your responsibilities change dramatically.
It's easy to forget that your position has evolved and you need new skills to succeed.
This prevents you from doing your job - Leading.
When you become a leader, your responsibilities change dramatically.
It's easy to forget that your position has evolved and you need new skills to succeed.
This prevents you from doing your job - Leading.
https://twitter.com/wes_kao/status/1317513708621496328
9/ Not Walking The Talk
You must be a role model for your team.
So if they need to stay late, you should stay late to aid them.
Your crew is always watching. Start with your own. They'll copy.
You must be a role model for your team.
So if they need to stay late, you should stay late to aid them.
Your crew is always watching. Start with your own. They'll copy.
https://twitter.com/aaditsh/status/1327629075503046659
10/ Not Delegating
Delegation requires upfront work, and trusting your team to do the job right can be difficult.
You'll never have time to focus on the "bigger picture" until you delegate duties.
You won't grow your staff to take the strain off you.
Delegation requires upfront work, and trusting your team to do the job right can be difficult.
You'll never have time to focus on the "bigger picture" until you delegate duties.
You won't grow your staff to take the strain off you.
https://twitter.com/david_perell/status/1470393340906688514
11/ Playing Too Safe
We are naturally protective and risk-averse.
Too many leaders push individuals to stay safe, or "play not to lose."
But the finest leaders build enough trust for people to take risks and "play to win."
We are naturally protective and risk-averse.
Too many leaders push individuals to stay safe, or "play not to lose."
But the finest leaders build enough trust for people to take risks and "play to win."
https://twitter.com/TrungTPhan/status/1426945637422043137
12/ Not Defining Expectations
As a leader, you must define what success looks like and identify potential roadblocks.
While encouraging innovation is important, setting clear expectations will help keep the team on track.
As a leader, you must define what success looks like and identify potential roadblocks.
While encouraging innovation is important, setting clear expectations will help keep the team on track.
https://twitter.com/businessbarista/status/1408133190183796737
13/ Stranger Danger
A leader who does not care about people is doomed to fail.
Employees aren't commodities to be tallied; they are individuals.
Acknowledge your team in order to lead effectively.
A leader who does not care about people is doomed to fail.
Employees aren't commodities to be tallied; they are individuals.
Acknowledge your team in order to lead effectively.
https://twitter.com/warikoo/status/1486949351691718658
14/ Outsourcing Goals
Setting clear, quantifiable project goals puts the Leader's reputation at risk.
It's safer to write a big check to a consultant and hope for the best.
If things improve, the leader is a hero. If it fails, βEven X couldn't fix itβ
Setting clear, quantifiable project goals puts the Leader's reputation at risk.
It's safer to write a big check to a consultant and hope for the best.
If things improve, the leader is a hero. If it fails, βEven X couldn't fix itβ
https://twitter.com/elonmusk/status/968611860407713793
15/ Rush Recruiting
Filling a vacant position too fast might be a costly error.
Rushing recruitment might result in hiring unproductive and incompetent team members.
Worse, having to "carry" the underperformer will stress and upset other team members.
Filling a vacant position too fast might be a costly error.
Rushing recruitment might result in hiring unproductive and incompetent team members.
Worse, having to "carry" the underperformer will stress and upset other team members.
https://twitter.com/theryanking/status/1488225359568986116
16/ Hounding Glory
Taking the credit but not the blame.
Glorious hounds make terrible leaders.
In order to be a great leader, you must take full responsibility for both your successes and failures.
Taking the credit but not the blame.
Glorious hounds make terrible leaders.
In order to be a great leader, you must take full responsibility for both your successes and failures.
17/ Assuming Self-Expertise
Assuming expert intelligence is a common leadership blunder, especially when change is the new norm.
No one knows everything.
Leaders should perceive things from a newbie's perspective, full of wonder and curiosity.
Assuming expert intelligence is a common leadership blunder, especially when change is the new norm.
No one knows everything.
Leaders should perceive things from a newbie's perspective, full of wonder and curiosity.
18/ Blocking Opportunities
They see their people as rivals.
Real leaders generate opportunities, share credit, and help their teams improve.
Insecure leaders FAIL to perceive their teams as an extension of themselves.
They see their people as rivals.
Real leaders generate opportunities, share credit, and help their teams improve.
Insecure leaders FAIL to perceive their teams as an extension of themselves.
TL;DR
1/ Tunnel Vision
2/ Absenteeism
3/ Feedback Hoarding
4/ Managing conflict ineffectively
5/ Misreading Motivation
6/ NO Boundaries
7/ Shying in Public
8/ Role Guessing
9/ Not Walking The Talk
10/ Not Delegating
π
1/ Tunnel Vision
2/ Absenteeism
3/ Feedback Hoarding
4/ Managing conflict ineffectively
5/ Misreading Motivation
6/ NO Boundaries
7/ Shying in Public
8/ Role Guessing
9/ Not Walking The Talk
10/ Not Delegating
π
TL;DR
11/ Playing Too Safe
12/ Not Defining Expectations
13/ Stranger Danger
14/ Outsourcing Goals
15/ Rush Recruiting
16/ Hounding Glory
17/ Assuming Self-Expertise
18/ Blocking Opportunities
π
11/ Playing Too Safe
12/ Not Defining Expectations
13/ Stranger Danger
14/ Outsourcing Goals
15/ Rush Recruiting
16/ Hounding Glory
17/ Assuming Self-Expertise
18/ Blocking Opportunities
π
Those were 18 Deadliest Leadership Behaviours
Follow me @VibhorChandel for more threads on Leadership + Communication + High Performing Teams + Being Agile. Or Subscribe to my YouTube Channel
youtube.com/vibhorchandel
Follow me @VibhorChandel for more threads on Leadership + Communication + High Performing Teams + Being Agile. Or Subscribe to my YouTube Channel
youtube.com/vibhorchandel
You Can find my last thread on 16 Smartest Leadership Podcast Episodes here
https://twitter.com/VibhorChandel/status/1489613535046950915
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