Posted on Jul 20, 2015
Have you run into the (7) Signs of Weak Leadership?
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Have you run into the (7) Signs of Weak Leadership?
By Aleksandr Noudelman
Experienced Educator & Fitness Coach
It’s vital to understand that just because someone is in a leadership position, doesn’t necessarily mean they are meant to be in it. Put another way, not all leaders are born leaders. The problem many organizations are suffering from is a recognition problem – they can’t seem to distinguish the good leaders from bad ones.
Here are a few key behaviors that beset a weak leader:
1. Their team routinely suffers from burnout
Being driven and ambitious are important traits for successful leaders. However, if you are excessively working your people or churning through staff than you aren’t effectively using your resources. You may take pride in your productivity, in doing more with less. However, today’s success may undermine long-term health. Crisis management can become a way of life that reduces morale and drives away or diminishes the effectiveness of dedicated people. With any business, there are times when you have to burn the midnight oil but it should be accompanied with time for your team to recharge and refuel.
2. They lack emotional intelligence
Leaders who are weak are always envious of other peoples' successes and are happy when other people fail. They see themselves in fundamental competition with other executives and even with their subordinates. Such envy is a root cause of the turf wars, backbiting, and dirty politics that can make any workplace an unhealthy one.
3. They don’t provide adequate direction
Failing to provide adequate direction can frustrate employees and will hinder their chances at completing tasks correctly and success. Poor leaders might not tell employees when a project is due or might suddenly move the deadline up without regards for the employee who's doing it. Project details can also be vague, making it difficult for staff to guess what factors the leader considers important. If a project involves participation from more than one employee, a poor leader may choose not explain who is responsible for what part. Good leaders provide adequate direction and are always there to provide descriptive feedback when it is needed.
4. They find blame in everyone but themselves
Weak leaders blame everyone else for their mistakes and for any mishaps that happen to them and their division/company. Every time they suffer a defeat or a setback, a subordinate is given the talk down, or worse, an axe. Great leaders don't do this and they always stay positive no matter what the circumstances are. They are accountable for the results and accept full responsibility for the outcomes.
5. They don’t provide honest feedback
It is very difficult for weak leaders to give the honest messages or constructive feedback to their subordinates. When they have to say something negative to someone, it's always someone else, usually a superior, who has told them to do. By that time it is to late and the leader hasn't really identified the problem before it reached the climax. They also make it a point to let the individual know that it's not their idea. Good leaders speak from the heart and provide honest feedback that is backed up by facts. They never wait for superiors to identify problems for them.
6. They're Blind To Current Situation
Because weak leaders are egocentric and believe that their way is the only way, their followers are afraid to suggest anything new. Those who follow such leaders only give them praise or the good news. Such appreciation only gives a boost to their status and ego and the leader is left clueless as to what the current situation is as well as the changing trends in the marketplace.
7. They're Self-Serving
If a leader doesn't understand the concept of “service above self” they will not retain the trust, confidence, and loyalty of their subordinates. Any leader is only as good as their team’s hope to be led by them. Too much ego, pride, and arrogance are not signs of good leadership. Long story short; if a leader receives a vote of non-confidence from their subordinates…the leader is a weak one.
Have you run into the (7) Signs of Weak Leadership?
By Aleksandr Noudelman
Experienced Educator & Fitness Coach
It’s vital to understand that just because someone is in a leadership position, doesn’t necessarily mean they are meant to be in it. Put another way, not all leaders are born leaders. The problem many organizations are suffering from is a recognition problem – they can’t seem to distinguish the good leaders from bad ones.
Here are a few key behaviors that beset a weak leader:
1. Their team routinely suffers from burnout
Being driven and ambitious are important traits for successful leaders. However, if you are excessively working your people or churning through staff than you aren’t effectively using your resources. You may take pride in your productivity, in doing more with less. However, today’s success may undermine long-term health. Crisis management can become a way of life that reduces morale and drives away or diminishes the effectiveness of dedicated people. With any business, there are times when you have to burn the midnight oil but it should be accompanied with time for your team to recharge and refuel.
2. They lack emotional intelligence
Leaders who are weak are always envious of other peoples' successes and are happy when other people fail. They see themselves in fundamental competition with other executives and even with their subordinates. Such envy is a root cause of the turf wars, backbiting, and dirty politics that can make any workplace an unhealthy one.
3. They don’t provide adequate direction
Failing to provide adequate direction can frustrate employees and will hinder their chances at completing tasks correctly and success. Poor leaders might not tell employees when a project is due or might suddenly move the deadline up without regards for the employee who's doing it. Project details can also be vague, making it difficult for staff to guess what factors the leader considers important. If a project involves participation from more than one employee, a poor leader may choose not explain who is responsible for what part. Good leaders provide adequate direction and are always there to provide descriptive feedback when it is needed.
4. They find blame in everyone but themselves
Weak leaders blame everyone else for their mistakes and for any mishaps that happen to them and their division/company. Every time they suffer a defeat or a setback, a subordinate is given the talk down, or worse, an axe. Great leaders don't do this and they always stay positive no matter what the circumstances are. They are accountable for the results and accept full responsibility for the outcomes.
5. They don’t provide honest feedback
It is very difficult for weak leaders to give the honest messages or constructive feedback to their subordinates. When they have to say something negative to someone, it's always someone else, usually a superior, who has told them to do. By that time it is to late and the leader hasn't really identified the problem before it reached the climax. They also make it a point to let the individual know that it's not their idea. Good leaders speak from the heart and provide honest feedback that is backed up by facts. They never wait for superiors to identify problems for them.
6. They're Blind To Current Situation
Because weak leaders are egocentric and believe that their way is the only way, their followers are afraid to suggest anything new. Those who follow such leaders only give them praise or the good news. Such appreciation only gives a boost to their status and ego and the leader is left clueless as to what the current situation is as well as the changing trends in the marketplace.
7. They're Self-Serving
If a leader doesn't understand the concept of “service above self” they will not retain the trust, confidence, and loyalty of their subordinates. Any leader is only as good as their team’s hope to be led by them. Too much ego, pride, and arrogance are not signs of good leadership. Long story short; if a leader receives a vote of non-confidence from their subordinates…the leader is a weak one.
Leader
Leadership
Leadership Development
Education
Toxic Leadership
Edited 9 y ago
Posted >1 y ago
Responses: 95
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Several come to mind Mitch McConnell, Paul Ryan, Chuck Schumer, Nancy Pelosi, John McCain, Lindsey Graham, Maxine Waters, Mueller, McMasters, and Adam Shief to mention just a few of the top of my head
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Any system that promotes individuals based on what they see and not what is hidden can generate TOXIC leaders that are weak and will eventually fail after they destroy good future leaders and prevent additional ones from wanting to stay.
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This looks like a check list for promotion, and I wish I was being sarcastic in saying that.
A few weeks ago I was talking with an IT friend of mine on the topic of leadership, and one thing that impressed me when I was enlisted was that the military teaches leadership from day one, both in how to be a good follower and in giving younger members limited options to lead in low risk/cost situations when it can.
But the military, regardless of branch also understands the value of choosing when and were people have their teething pains when it comes to learning leadership (although from what I've heard less now than it did 20 or more years ago) Because let's be real, we would all rather a young leader to make their mistakes when the dollar cost is low and no lives are on the line.
But in the IT field mistakes can costs hundreds of thousands of dollars, if not millions of dollars an hour when they are made, and in other industries and the military poor leadership can cost lives, which leads some to look for professional leadership but that comes with the gap that leads to the above listed problems and people not understanding the nuances of the tasks they are responsible for.
Young officers being told to listen to their senior NCO's I think is about the best mentor ship program I've seen for leadership and I dearly wish that was implemented in the civilian world far far more.
A few weeks ago I was talking with an IT friend of mine on the topic of leadership, and one thing that impressed me when I was enlisted was that the military teaches leadership from day one, both in how to be a good follower and in giving younger members limited options to lead in low risk/cost situations when it can.
But the military, regardless of branch also understands the value of choosing when and were people have their teething pains when it comes to learning leadership (although from what I've heard less now than it did 20 or more years ago) Because let's be real, we would all rather a young leader to make their mistakes when the dollar cost is low and no lives are on the line.
But in the IT field mistakes can costs hundreds of thousands of dollars, if not millions of dollars an hour when they are made, and in other industries and the military poor leadership can cost lives, which leads some to look for professional leadership but that comes with the gap that leads to the above listed problems and people not understanding the nuances of the tasks they are responsible for.
Young officers being told to listen to their senior NCO's I think is about the best mentor ship program I've seen for leadership and I dearly wish that was implemented in the civilian world far far more.
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I greatest attributes was Senior leaders who mentored me. They were well rounded emotionally , and spiritually gifted. They orignalist in life they understood their weaknesses , and applied there strengths equally. One of my greatest role model was a 1st Sgt. and maintence warrant. I took there advice to heart improved my weak , curtailed my strengths to be well rounded. When screwed up I admitted it to my team and we corrected it and accomplished the mission.
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These leadership shortcomings extend well past the military. My daughter is currently a 2nd year surgery resident. I have stressed to her for years the importance of leadership. It's seems to me that doctors are assumed to be leaders just from their education. Nothing could be further from the truth. I have suggested to her that she meet with the director of the program to include REAL leadership training. It's missing at every level. You can run down Col Burroughs list and check each one off. What a shame. From hospital administration, to attending physicians, senior residents. None have any clue.
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I have encountered #3 inadequate direction. If a leader is CLEAR the subordinate WILL obey. A leader should also be a roadblock hunter, removing any obstacle that hinders a subordinate from doing their work. Communication from a leader should be in written form so that it is routinely evaluated because too many "leaders" are too lazy to communicate properly, or refuse to prioritize.
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Absolutely, I was a SAC Command Post controller in a former life and there isn't enough room here to tell you all I have seen. Suffice it to say that I watched an Ops group commander (O-6 colonel) self desgtruct while engaging a Lt. General (O-9) because the O-6 didn't know his mission or the mission of a numbered air force prime asset. I, along with a number of other staff members tried to explain this to the Colonel prior to his taking action to no avail. I had to also give the Wing Commander (O-6) a "Heads-up" that a numbered air force commander would probably be calling him. I watched a Squadron Commander (Lt. Col O-5) authorize strategic asset aircraft to land under unsafe runway conditions. I used some code to the aircrew to let them know just how slick the runway would be. The Squadron commander was more concerned about a fuel and TDY divert cost than the lives of the aircrew and the $200M aircraft they were flying. He missed the entire rationalle of leadership and I had worked in private enterprise before going on active duty. Economics is certainly a consideration, but not when the loss could be people and assets and it is a training event and not operational. This guy went far, he became a HHQ commander and he really looked good in his official photo. He did not have a combat aircrew medal though, even as General. Not a very high medal in the scheme of things, but it telegraphed to the aircrews that he was a premadonna at a cocktail party and not a "get your hands dirty and follow me" kind of guy. Fortunately, he has retired.
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Sort of affiliated, something I overheard one of the SNCO's in my first unit say to another troop who was getting into hot water, has stuck with me my whole life since "I will not tell you who you friends are, or are not, BUT your friends will either drag you up or they will drag you down." like I said, that has stuck with me always and I have tried to implement it in everything I do, I join a new company, I look around at who is actually getting things done correctly and I try to associate with them, those who are just going through the motions I try to avoid as much as possible. When looking at a new job, I look around at the other employees and maybe talk to or at least listen to them talk about the company before I decide I let myself get hired.
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Whether good or bad leadership, to me it doesn't matter. I can only control my emotions and learn from the good, the bad and the ugly. Put it this way, what could we take away from good leadership if you never knew bad ones? Or how would we teach others if we only knew one way? I've been in 19yrs now and I've seen them all from military and civilian. It's a learning experience of patience and take-aways
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