To make mistakes is common to all people, including leaders. Small mistakes in leadership usually do not result in major negative losses, they are self-correcting, but there can also be situations where the leader’s company or organization is very costly.
Harder than hard. Many leaders believe that totalitarian leadership is the most effective method. In some respects, this is true, the group must follow certain rules, but when monitoring the performance of the committed workers becomes a general control, fines or unreasonable, sometimes harsh demands and insults can arise for every small mistake. In such a case, “appealing” to the working masses will not carry them far. Employee turnover begins, and even then the quality of the company’s work suffers. Such leaders usually believe that they are more capable and smarter than others and do not obey anyone.
On the contrary, being too soft-spoken and “belonging” to employees does not bode well. Feelings of irresponsibility can demoralize even the most disciplined workers.
Incompetence and ignorance. Any manager, even from a different profession, must understand the ins and outs and complexities of his company’s operations. A hospital cannot be managed by someone who has no medical background, who has never worked in a hospital for a day, or even an internship. Otherwise, how can a person without a diploma in nuclear physics manage a nuclear power plant facility?! A manager who, without knowing the intricacies and directions of his work, sets insurmountable tasks before his workers will do nothing but harm to the work of his office.
Inability to delegate certain powers to employees. In this case, the leader takes full responsibility for every little thing in the company. A good leader always finds an assistant to whom he can entrust the most important tasks, while he himself does the more important ones. Otherwise, the leader puts off serious work by focusing on the little things. In addition, taking on such a high responsibility for everything often leads to fatigue, chronic fatigue syndrome, and even diseases.
Lack of career paths for skilled workers. Bosses who don’t value the people who really “carry the load” for the company or organization know that good professionals will leave in search of more promising career paths. For those who know their job and are unemployed for long periods of time, financial and job incentives can keep such valuable employees in place, which has a positive impact on the overall business.
Failure to meet your obligations. Oftentimes, bosses promise good pay and working conditions when they hire a new employee, and once the newcomer starts working, these terms are immediately revised in his favor. Otherwise, the promise of “communicating” becomes an empty phrase for a completed complex and important project. All these lead to employee retention in the hands of such managers.
Lack of willingness to innovate. Life is changing rapidly, and managers who fail to accept this changing reality and adjust their company accordingly can bring even a reasonably developed enterprise to a standstill. For example, delivery of goods or services at home, delivery of goods or services at a distance, etc., under restrictions. The biggest mistake a leader can make in this situation is to say, “We’ve never done that, and we never will,” or, “We’ll have to wait until things settle down.” This is a path to failure. This is the “right” way to failure. A leader should not only demand that his subordinates learn new requirements of life, but he should also learn and not be ashamed to say that he does not know something.
Peacemakers and those who are destroyed. Even if someone in the group treats the leader more or less unkindly, it is not a good idea to say so in public and mention their antipathy. This can lead to division, gossip and gossip in the group. When “peacemakers” make serious mistakes and are not held accountable, it can harm not only the team’s performance, but the company’s performance as well. On the other hand, even minor mistakes are not forgiven by the “haters”. This method leads to the development of dysfunctional relationships in the group. Prohibitions and rules must apply to all employees.
Fear of liability. To make a decision, you need to understand what you are doing and be clear about the outcome you are choosing. Delay in decision-making can cause a serious blow to the company (don’t forget about vigilant competitors) or lower the reputation of the bosses in front of their subordinates (it is difficult to work with a boss who thinks too far and is afraid of the situations that arise in his work at every step). Of course, it is not right to jump to conclusions without thinking about each step, but it is bad that I am not afraid to jump to conclusions when it matters.
To some extent, new managers make many of the above mistakes. These mistakes can be dealt with, and eventually experience is gained as a result. The key is to understand that it’s a mistake to think you know everything and not be afraid to learn from your mistakes.