1. Not listening
Not listening can lead to errors of judgment, conflict, loss of trust and demotivation. A good manager must be able to listen to the needs, opinions and feedback of employees, customers and partners. Listening enables us to understand the expectations, motivations and difficulties of others, and to find appropriate, innovative solutions. Good leadership therefore requires the development of active listening, empathy and effective communication skills.
2. Treating employees unfairly
Fairness is a cornerstone of engagement, and employees expect to be treated fairly. However, perceptions of fairness can vary from person to person. For example, in a situation where an excellent employee often arrives a few minutes late, other team members may feel they are being treated unfairly if the manager says nothing. Managing fairly doesn't mean treating everyone the same, but rather that everyone has a perception of being valued impartially. It's important for a manager to talk to a good employee about minor inappropriate behavior to avoid a feeling of unfairness among others.
3. Being authoritarian
Being authoritarian can create a climate of mistrust, fear and resistance within the team. Instead of fostering creativity, cooperation and innovation, an authoritarian manager risks provoking frustration, disengagement and conflict. A manager must know how to inspire and motivate his or her colleagues, without coercing or dominating them. This means adopting a more participative style, involving team members in decision-making, valuing them and giving them a sense of responsibility.
4. Not being a role model
Not acting as a role model can damage a manager's credibility, trust and respect. If he goes against the values, rules or objectives he advocates, he risks losing the support of his team. A manager must be able to set an example for his colleagues, inspire and motivate them, while remaining consistent between what he says and what he does, and questioning himself when necessary.
5. Not being open-minded
Managers must be open-minded and willing to listen to opinions and perspectives that differ from their own. They need to encourage participation not only in the realization of a project, but also in the search for ideas and solutions. This stimulates creativity, openness and commitment. The winning strategy par excellence is to show respect, attentiveness and empathy. Showing that you understand the other person's message encourages communication and builds trust.
6. Not delegating enough
Delegation helps to share responsibilities, optimize productivity, motivate and develop team skills. To delegate effectively, you need to identify the work that can be delegated, select the right people according to their priorities and skills, give them clear instructions and constructive feedback, and support them as they carry out their tasks. Delegation is not a way of offloading tasks you don't want to do, but a method of creating a climate of trust and collaboration within the organization.
7. Not having a clear vision
Without a clear vision, managers risk getting lost in the details, distracted by obstacles or discouraged by difficulties. He needs to know what he wants to achieve, how he's going to do it and what results he hopes to achieve; not forgetting to communicate his mission effectively to his colleagues, motivating and inspiring them to work together towards a common goal.
8. Focusing too much on short-term results
Focusing too much on short-term results can lead to hasty decisions, loss of employee motivation and neglect of opportunities for innovation and improvement. A good manager must take a long-term view and not be distracted by temporary fluctuations in performance indicators, by defining precise strategic objectives and clearly communicating his or her vision.
9. Not showing enough recognition
Leaders who don't sufficiently recognize the efforts of their team members can discourage and frustrate them. We live in an employee-dominated market. Companies that have not adapted their management practices and remain in a command-and-control mode risk losing the skilled workforce in which they have invested time and money. So, to show recognition, managers need to be good listeners, able to communicate and mobilize their teams.
10. Being rigid
Being too rigid means imposing your vision without taking into account the needs, expectations and opinions of others. This can create resentment, frustration and demotivation within the team. A rigid manager can also lack openness and creativity in the face of challenges and opportunities. They risk missing out on innovative solutions and fruitful collaborations. On the contrary, a good manager must know how to adapt to situations and to the people he or she manages. To avoid this pitfall, they must demonstrate flexibility and empathy, while encouraging the participation and feedback of their collaborators.
In conclusion
Leadership is a key skill for any manager wishing to guide his or her team to success. However, many obstacles can arise on a daily basis, which can hinder their career and effectiveness, as well as the smooth running of their team. To avoid these obstacles, it's important to step back, be objective, delegate tasks, prioritize objectives, innovate, listen to team members, motivate them and learn from mistakes.
To find out more :
Team Management: Resolving Inappropriate Behavior with the Turnaround Interview
