3 Signs of a Bad Leader

Unfortunately most of us have experienced this before.

But what if you knew the signs ahead of time so you can avoid this person?

I’ll admit this one hits home for me.

Now you’re fortunate if you have worked under a great leader, but almost ALL of us have felt the wrath of a bad one.

Here are 3 red flag warnings to look for early 🚩🚩🚩 

1. Withholds Information - Goal: Control

Having information and failing to share it is a control tactic. Now some information shouldn’t be shared, but that’s more of a boundary/professionalism issue (TMI). In general, if you want people to be invested in the solution you need to address the problems upfront so suggestions can be offered. People are ill-equipped to do their job without having enough information to complete it.

I’ve seen when leaders choose to withhold information from their people, a clear hierarchy is formed and the “level” gap is intentionally widened. Sharing information is collaborative.

2. Never Apologizes - Cause: Power/Ego

Taking ownership, especially when making mistakes is crucial in leadership. Everyone is going to make mistakes, so when you do own it and take responsibility. When leaders overlook their own mistakes, yet harp on others when they mess up it is hypocritical (“do as I say, not as I do”).

People don’t intend to mess up, but how you handle it reveals your character. By not apologizing for mistakes it sends the message “I am not accountable, but you are.” Humble leaders model the behaviors they want to see from their team.

3. Rarely Praises Others - Reason: Feels Threatened

I understand that some leaders have the personality to heap on praise more than others, but it’s still a choice. Did you know for every negative comment it takes 5 positive ones to cancel it out? (Remember that the next time you criticize someone). But most of the time I’ve observed leaders withhold praise because it’s not about them. Imaging making work only about you? (We’re all guilty of it at one point).

The reality is if you can’t encourage or recognize others for their accomplishments/efforts, don’t expect peak performance in exchange. A strong team cheers each other on and that starts with the leader’s example.

*As a bonus I’m sure you’ve envisioned a micromanager (hopefully not your current boss). And you’d be right for putting the pieces together.

There’s a reason why I harp about the importance of self-awareness in leadership.

When you know what your strengths and weaknesses are you can help others identify theirs.

If leaders view their people as competition on the same team it’s because of insecurities.

There’s always enough praise to go along and when given specifically and timely it’s fuel for motivation.

If this sounds like the current situation you’re in I’d consider making like Tom Hanks and Run Forrest Run! 

But if you have to deal with the situation for financial reasons buckle up because as a coach this is difficult challenge to turnaround.

75% of people leave their jobs because of a poor manager.

Listed above are just a few reasons why.

So if this is you contact me because without a coach to help it’s a dire situation to survive.

God Bless,

Scott

P.S. Want to know the 2 ingredients for effective leadership?👇