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4 Common Leadership Weaknesses and How to Fix Them

By Admin | 10 December 2018 |

Leadership weaknesses can develop in even the best leaders without realising it. This means that knowing how to address failings in your leadership style can be challenging as you may not be aware of these defects. However, fixing weaknesses in the way direction is given to employees is not that difficult and will promote the success of your business.

Leaders who have at heart the interest of the company and employees can usually easily rectify any leadership weaknesses. In fact, it may be possible to turn seemingly weak leadership styles into leadership strengths.

4 Common Leadership Weaknesses and How to Fix Them

In this article, you will learn about the most common weaknesses that can develop in managers or team leaders. You will also find out what to do to correct these unpopular management styles.

Poor leadership by micromanaging

Top of the list when it comes to traits employees hate to see in their bosses is micromanagement.

Micromanaging often shows a lack of trust in employees which can lead to poor job satisfaction and low productivity. Trying to micromanage your staff comes across as wanting to control everything or giving your input to every minute task.

One way to fix micromanaging issues is to remember that you hired your employees because they had the skills for the job. This means that you can entrust them with a reasonable amount of responsibility to get the job done.

To avoid the temptation to manage every tiny detail, focus on what are the expected main outcomes or goals. Allow your team or employees enough leeway and responsibility to make decisions to work towards that goal.  

Always being connected is a leadership weakness

Expecting your employees to be available night and day is definitely a leadership trait you need to avoid.

Technological advances mean that it is possible to be connected to the workplace at all hours of the day (and night!). While this can have an advantage in allowing employees to work from home or collaborate on projects remotely, it shouldn’t be used as a tool to get feedback 24/7. It also should not be used by managers to be involved in every process that the team is involved in.

Realise that your employees are dedicated to working at the company. However, much of their productivity and job satisfaction comes from a healthy work-life balance. Family life is extremely important and great leaders will realise and embrace this.

To fix this leadership weakness, make sure and limit work-related correspondence to office hours or set reasonable limits when employees can be contacted outside of these. You also shouldn’t expect your team members to always get your approval for everything connected to their tasks.

Failing to lead by not providing feedback

One leadership flaw is to fail to provide regular constructive feedback to your employees or team members.

Successful leaders are those who give praise to employees when they deserve it and also give feedback if there are mistakes being made. This requires that leaders build up a good rapport with their staff to ensure that communication is open and constructive.

One study found that 92% of employees believe that negative feedback improves performance. The same study found that nearly 70% of staff said that they would work harder if their efforts were recognised.

To fix this leadership flaw, set aside regular time to give constructive feedback to your employees and take the time to recognise their achievements.

Desire to be popular can lead to poor leadership

While it is only natural to be liked by your employees, it is a leadership mistake to make decisions based on popularity.

In business, good leaders need to make decisions that are sometimes unpopular to keep the business successful. Making difficult decisions is all part of being a leader.

To fix this type of leadership weakness, aim to be trusted and respected by your employees. You can accomplish this when you take time to explain decisions. When employees feel that managers are open with them and know the reasons behind decisions, they are more likely to accept them – even if they are unpopular.