Fifteen Misunderstood Leadership Principles

Leaders commonly misunderstand, misinterpret and/or misuse fifteen leadership principles. Any one of these can contribute to creating a destructive, unhappy or adversarial workplace environment which ultimately dictates results and outcomes. Most great leaders can identify with one or two items mentioned here. How do you measure up?

1. “Winning is everything” – The most common behavioral challenge among successful leaders is the all-consuming need to win, all the time. This need is often the root of many other negative workplace habits such as arguing, tuning people out, taking credit for someone else’s idea or withholding information. Long-term profitability usually loses when this mentality is pervasive. Learn to celebrate the small successes along the way and encourage your staff to celebrate theirs’.
2. “One-Upping” – When someone proactively presents you with an idea and you immediately feel the need to improve it, or one-up the presenter, you can be guilty of adding too much value. This occurrence is common among experienced, successful people who feel that they are being told something they already know or believe that they already know a better way. A great way to build trust from your employees is to ask questions that will cause them to look at their ideas in different ways. Instead of telling them your way, teach them how you came to your conclusions.
3. “Passing judgment” – Offering an opinion in a business setting is expected. But asking people for their opinion and then making a comment about it is not okay. Nobody likes to be judged. The next time you get a suggestion, remain neutral and simply say, “Thank you.” True leadership establishes trust and if you really want the critical truth it is imperative that leaders establish a “safe” environment where your staff feels compelled and almost obligated to offer their opinion.
4. “I’m just being honest” – Many successful people believe they are straight-shooters and pride themselves on telling the truth. But, making critical comments or sarcastic remarks disguised as candor is never constructive. If you speak carelessly and thoughtlessly, the recipient will be hurt and will remember, even after you apologize. Comments that undermine someone are never instructive or funny; they only cause pain and humiliation. Confident and capable leaders always encourage and redeem, not impugn and malign.
5. “The false agreement’” – No matter how well intentioned you are, when you listen to an idea, suggestion or comment, and begin your reply with “no,” “but” or “however,” you are communicating that you know better. Great leaders allow people to fail and be “wrong” from time-to-time. In fact, the greatest leaders encourage people to fail early and often so they get it out of the way.
6. “The smartest man in the room” – Many leaders can’t resist letting everyone know just how smart they are. This is a fantastic way to insult and alienate people, which is not very smart. Before you speak, ask yourself, “Is anything I might say worth saying?” Or, “Is anything I’m about to say edifying to the people that will hear me?” If the answer is “no,” simply say nothing at all. Studies and history proves that the truly smartest people in the world were rarely the smartest in the room at any given time.
7. “Speaking when angry” – It is near impossible to lose your temper without also losing control. Some leaders use anger as a tool, but this approach often backfires and is seldom adequate for long term motivation and positive outcomes. If you get angry, you’ll gain a reputation for being volatile and unbalanced. It is human nature to avoid this type of person or at the least, only endure them until you find a better option. Always remember to speak with your expected outcome in mind. This will prevent you from speaking in anger as every leader will attest it rarely brings positive results.
8. “The need to know basis” – In the struggles for power in the workplace, withholding information is a favorite strategy for the near-sighted and insecure. This power play only breeds mistrust. You will be amazed by how much loyalty you will create when you choose to educate, mentor, teach and train the people you lead.
9. “Failing to give proper recognition” – If you want to foster resentment among your coworkers, this failing will do just that. People need to experience the emotional payoff of having their hard work, contribution and success acknowledged and appreciated.
10. “The credit claimer” – Ineffective leaders claim credit for the work of others and they often discredit what other people have accomplished. To avoid this in the workplace, just decide that the group’s achievement matters more than your individual achievement. Remember it’s difficult for your “fans” to brag about you if you consistently beat them to the microphone. Great leaders are quick to give and slow to receive positive credit.
11. “I’m human” – Excuses should never be acceptable. A blunt excuse is, “Sorry I’m late; I got caught in traffic.” A subtle excuse is when you blame some inherent failing like, “I’m bad at returning phone calls.” Ask yourself why you have such issues, and then do something about them. Great leaders are only as effective as their excuses will allow them to be.
12. “Teacher’s pet” – Leaders often say they want to be challenged, but most often those whom are most agreeable get in the boss’s good graces. When an employee gets the boss’s approval based on something other than performance, favoritism is often the cause. Great leaders always stick to expecting the outcome and expecting excellence from everyone on the team.
13. “Kill the messenger” – This typically happens because of anger, insecurity and co-dependence. Strong, confident leaders appreciate hearing constructive feedback even if it hurts. The quickest path to destruction is to continue killing the messengers when they bring you news of impending doom. If you want to win, look good, be right and survive, create an environment where everyone is safe to deliver your most pressing messages.
14. “Me” – The self-transformation of a poor character trait into a virtue is the result of feeling that your flaw is an essential part of your make-up. When you excuse negative or destructive behavior with this attitude, it prevents you from deciding to change. Great leaders understand that your true character isn’t what you allow people to see… it’s what you don’t want people to see. If you want to be an effective leader, ask others, even subordinates, to hold you accountable in areas of your professional life that need strengthening.
15. “Goal-den rules” This happens when a particular goal becomes more important than your team’s over-all mission. While this is not a bad habit in and of itself, it typically instigates many questionable practices and diminishes integrity. Obsessive goal pursuit replaces people and relationships with tasks and “To-Do” lists and can cause people to lose their manners, adopt less than honest work methods and take advantage of others. The best leaders understand that when you are driven to help others reach and exceed their goals, it becomes easier to reach yours.
    

-Be Amazing Today.