You one of the employees with the greatest value for your company. You manage to acquire new clients or develop new products. It seems, however, that others are not rushing to enter your team or looking for your advice. Where is the problem? You are not a strong leader.
According to Entreprenur.com, a strong leader knows how to balance the right amount of self-awareness, self-management and modesty. A weak leader, on the other hand, makes the following mistakes.
1. Your team is facing collapse
Every leader should have ambition and want to achieve maximum productivity but not at the expense of the long-term deprivation of his team. Periods of intense workload should be followed by opportunities to relax and recharge one's batteries.
2. Indecision
Leaders who do not believe in their own abilities tend to put off decisions until the last minute. Then they often accuse their team of having missed something. They don't accept their own responsibility.
3. Not setting a course
You are working on your projects so hard that you forget to explain to your team the purpose and goal of their work. Only a weak leader assumes the team will find the answers for themselves and thus it is unnecessary to waste time on explanations.
4. Openly criticising
Every management course for beginners teaches praising in public and criticising in private. Is this really so difficult to understand?
5. Unkept promises
Weak leaders often enter into their staff's negotiations with clients and promise the impossible. They may look impressive for a while but this won't last. They are undermining not only their own authority but also that of the entire team.
6. Assigning the same task to more people
Asking more people to work on the same task may look tempting but as a result they will lose the time they could have devoted to their regular work. And they will also lose their trust in you after finding out they were doing something unnecessarily.
7. Not sharing feedback
You don't want to offend anyone, so you prefer to remain silent. But then how can your staff know what they should improve? When they find this out later, they will justifiably ask why you did not tell them right away.
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