7 Leadership Blunders – Cross Check your Performance
#1. Forgetting who serves who.
Leaders serve others so others can serve others. It’s easy to begin thinking the people around you are there to serve you.
Solution – Repeat to yourself, “I’m here to bring out the best in others.”
#2. Blaming rather than taking ownership.
The first question real leaders ask when someone under-performs is, “What will I do to maximise their performance next time?”
Solution – A great leader is a great teacher, mentor, coach, guide and inspiration ask yourself these questions what have I taught this individual that has impacted upon their skills, knowledge or habits today?
#3. Thinking that self-perception is accurate. I’ve read that only about a third of us see ourselves the way others see us. You think you’re nice. Others think you’re an idiot. You see yourself as open to feedback and suggestions. Others see you as closed and rigid.
Solution – Carry out a 360. This process goes beyond filling out questionnaires. All participants are interviewed. To be effective, make this a forward-facing activity, not simply a backward-facing witch hunt.
#4. Hanging on to poor performers.
Ask, “Would I hire this person knowing what I know now?” If the answer is no, reassign, re-train, redesign their job, or manage them out.
Solution – Find out what’s missing for the individual, usually one of the 4r’s of motivation, Reward, Respect, Recognition or Responsibility. If you left it to late and you can’t reengage them, then your only option is to disengage When performance is below the bar and there are no signs of improvement, help them find a better fit somewhere else.
#5. Getting stuff done while neglecting people development.
Chances are you need to offer more feedback to your team members. Only the worst employees don’t want to know how they’re doing.
Solution – Feedback is the cheapest, most powerful, yet, most under used leadership tool that we have at our disposal. Feedback is powerful as it helps people get on track, it serves as a guide to assist people to know how they and others perceive their performance.
#6. Stretching others, but not pushing yourself.
Exception is the end of excellence. You haven’t arrived. Continue to stretch others, just keep pushing yourself.
Solution – Developing yourself is equally, if not more important than developing your team. Push yourself more than you stretch others.
#7. Getting lost in the weeds.
Daily pressures cause leaders to lose sight of the big picture. The end result is frustration and fatigue.
Solution – Keep the main thing, the main thing. At the beginning of the day, ask yourself, “What are we really doing here?”
What’s on your list of top leadership blunders?