Recognising ineffective leadership.

Poor leadership is one of the main reasons we find people will apply for a new job or reach out to a recruiter for a career change.

Recognising ineffective leadership skills, whether in oneself or others, can be a complex process that often takes several years to recognise fully.

Possessing a high-ranking position and extensive experience within a particular sector does not necessarily equate to being a good leader. There are often specific indicators that suggest an individual lacks the competency required for effective leadership. The following are some signals to be mindful of in such circumstances. 

Effective leadership entails providing support and recognition to employees - failure to offer guidance, feedback, or resources for success lead to feelings of undervaluation and demotivation. A lack of appreciation for employees' achievements and failure to respond to questions or concerns can exacerbate these feelings, leaving them unsupported.

In some instances, leaders may exhibit behaviours that are perceived as hostile or passive-aggressive towards employees. This may involve intimidation, creating an unwelcoming work environment, or consistently speaking in a derogatory manner towards individuals, in person or private.

A study found that 79% of participants experienced micromanagement from current or past managers. Overly controlling leaders convey a lack of confidence in their team. Micromanagement, excessive monitoring, and overregulation of a team limits innovation and independence, lowering morale, demotivating employees, and contributing to burnout.

Some leaders may exhibit bias, revealing discriminatory attitudes and leading to an uneven and demotivating atmosphere. This damages team morale and trust, causing incoherence. Additionally, promotions or rewards can be granted based on personal preferences instead of merit, which other employees can view as unfair. 

Leaders who are ineffective communicators leave employees uninformed about critical organisational changes, goals, and expectations, leading to discord and frustration. Leaders must communicate effectively with their team and ensure everyone is in agreement. This builds trust and fosters a positive environment where everyone feels valued and respected.

A challenging atmosphere created by ineffective leadership can result in significant staff turnover and decreased employee motivation. Workers may feel disheartened, undervalued, and without support, leading to a decline in output and an increased inclination for employees to seek alternative career paths.

Leaders who struggle with receiving feedback or suggestions for improvement may react defensively or dismiss concerns. This impedes open communication, growth, and development. Leaders must be open-minded and willing to consider different viewpoints to foster a healthy and productive work environment.

It should be noted that while the following signs may be indicative of a hostile workplace environment, they are not necessarily definitive. The presence of one or more of these behaviours does not automatically make a workplace leader unfit for their role. However, if these behaviours persist over an extended period, it’s advisable for your mental health and career advancement prospects to consider reaching out for a confidential chat.

If you are considering a career change in 2023, please get in touch with One Ten Associates to book a consultation here: https://www.onetenassociates.com/contact.

Sources:

 https://www.bkconnection.com/static/My_Way_or_the_Highway_EXCERPT.pdf