Expert Panelists are handpicked and invited to contribute because of their knowledge and valuable insight within the areas of Business, Mindset, Leadership, Innovation, Technology and Lifestyle. In Brainz Expert Panel, 7 members of The Brainz Magazine community of experts will share their best tips, advice, ideas, hacks within different topics.
1. Shaming and blaming
Shame and Blame are negative motivators which are ineffective at increasing desired behaviors and are more likely to backfire and can cause the individual experiencing the shame and blame to withdraw, become defensive or go on the offensive. Strong Leadership starts with being gentle. When leaders take on a positive motivation style, with a solution-oriented approach, they are more likely to inspire others, motivate them to give their best, and increase loyalty and feelings of appreciation in those they lead. In your leadership role, try asking questions that are solution-focused, show compassion when mistakes are made, and celebrate the wins your team has.
Arliss Dudley-Cash, Business and Self Love Coach
2. Missed opportunity for great leadership
A missed opportunity for great leadership would be if the team members' curiosity is not kindled, encouraged and supported. A good way to address this unused potential is to point out what is in it for the company and the leader themselves if employees would apply their curiosity, learn new things, develop, unfold and practice their creativity. Addressing them properly includes both authentically pointing out the risk for potential loss of investment or reputation, and at the same time showcasing clearly what the possibility is for innovation, improvement, and elevation of reputation. Something we must not underestimate is what this would mean for the employees' engagement, motivation and loyalty. Overall, nurturing curiosity is essential for consistent success.
3. The “Me First” Attitude
The “me first” attitude is one of the worst leadership behaviors a leader can present. Many leaders believe that putting self-first will motivate employees to step up to achieve personal goals. The “me first” attitude is destined to fail. Instead, focus on the team as a whole. Each person brings something to the team. Identify an individual’s strengths and focus their job around those strengths. Identify stand-out employees who are good mentors and place them alongside employees who need additional attention. Creating a team-first attitude produces successful teams.
4. Lack of clear expectations
Managers who fail to set clear expectations. Most leaders assume they have set clear expectations, however, this is one of the most poorly practised aspects of leadership and it is arguably also the most important. A lack of clear expectations not only undermines performance and results within a team, but also impacts negatively on engagement, relationships, and teamwork. Unclear guidelines can also lead to serious problems with employees' relationships, including complaints, destructive conflicts and unfair dismissal claims, which can be very costly for the organization. The best way to address the problem is to talk to your manager. Tell your manager what you need to succeed in terms of direction, feedback, and support. Be polite and focus on your needs.
5. Focusing purely on tasks and outcomes
I will take from the latest adaptive/transformational leadership evidence and provide a various examples of what some managers may think are acceptable but are not. For example, managers focusing purely on tasks and outcomes and not demonstrating compassion, listening and motivational approaches to achieve their results.
6. Treating your team like replaceable employees
Once you decide to expand your team, you all become a part of a wider vision. Every single one of you represents a moving part that is detrimental to your business, and therefore unique and needed. Just like in a well-oiled machine, where every single screw and contraption ensures a smooth-running, your team members are there to build and grow the dream that you imagined. It breaks my heart when I see business owners treat people and their livelihoods like temporary fixes, and not taking responsibility for creating an environment, that would ensure high performance and excitement towards the bigger picture. Your people have a lot to give, but they need to feel valued and seen. If you're not having your team perform at their best, it's time to look at the way you communicate your Vision, and switch from treating them like replaceable employees and more like your partners.
7. Rewarding yourself for small goals regularly
Trust stems from negative experiences in the past with others and yourself. To overcome this is to distinguish if you have trust or control issues. First, pause and acknowledge the trust gap. Then ask yourself why and lastly, take massive action by modelling the behaviour of trustworthiness you seek in yourself and others.
Aden Eyob, Mindset Consultant
