12 Things the Worst Leaders Do That You Can Learn From
Don’t pour gravel in the stew. Leave out things the worst leaders do.
Ask yourself, “How can I do the opposite of leaders who struggle, stumble and fail?”
12 things the worst leaders do that you can learn from:
#1. Wait for fatigue to rest. Go home before you’re exhausted. Save energy for life outside work.
#2. Cling to the status quo in a changing world. Start saying, “Let’s try it.”
#3. Choose isolation over connection. Show up proving people are more important than projects.
#4. Close their ears and open their mouth. Listening proves you care for others. Interrupting proves you care for yourself.
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#5. Use power for personal advantage. People who enrich others flourish themselves if they receive as well as give.
#6. Cause frustration through inconsistent messaging. What would you say if you had to say the same three sentences every day? What would you ask if you were limited to three questions every day?
#7. Fail to give direction.
- Develop plans.
- Choose goals.
- Prioritize tasks.
- Clarify expectations.
- Set deadlines.
#8. Blame others. When people fall short ask, “What could I do better? Or “What did I leave undone that contributed to failure?”
#9. Pretend they’re competent.
Hiding faults is like a witch putting makeup on warts.
#10. Micromanage competent people. Control freaks drive teams bonkers. Use curiosity and affirmation more than intervention and tweaking.
#11. Lack empathy. The worst leaders are so full of themselves they have no room for others. Make a list of the top concerns of each person on your team. Don’t judge. Just list.
#12. Dismiss constructive feedback. The worst leaders ignore feedback. The best leaders seek it.
Notice what the worst leaders do and do the opposite.
What’s something the worst leaders do that you can learn from?
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When: OCT 19 at 7 PM Eastern
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Why: Discuss humility, leadership, The Vagrant, and whatever topics you bring up.
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I believe #7 needs #10 when your followers themselves are people who do projects in their area. In that case, the #7 steps ARE micromanagement and they drive ME bonkers. Great direction looks to me like: 1) validate we’re seeing a similar problem or opportunity, 2) share context; you as a leader have a wider view than I am able to, 3) name the real constraints, and why; that includes deadlines that affect cost and value, not arbitrary, 4) ask me for options and a recommendation, I will honor your choice even if I don’t agree with it, 5) ask me about the impact this new thing will have on the assignment I got last week, maybe from you, maybe from another leader, 6) embrace changes in plans; we will never know less about the project than we do today, 7) set up regular check-ins, so that we don’t wait until distress forces us to climb the scheduling hill, and 8) provide “air cover” when others in authority question what I’m doing. I don’t like being blindsided any more than you do. This is a great article. It reminds me of a LiberatingStructures.com pattern called TRIZ. I first encountered it in a lightning safety talk called, “How To Get Hit By Lightning.”
Thanks Robert. Your insights are so helpful. #1 on your list, validate we’re seeing a similar problem or opportunity, is often neglected. It’s frustrating to waste energy doing the wrong thing when you think you’re doing the right thing.
Telling people what to do decieves leaders into believing everyone is on the same page. Happens all the time.
Thanks Dan. This speaks to me greatly as my tendency is to notice things that don’t work, things that are ineffective, and try to not repeat them myself.
I really appreciate that you put #1 as #1!
Thanks for the good word, Will. Just stop doing stupid stuff. 🙂
The action item for #11 jumps out at me. I’m almost afraid to try it as I the list may be shorter than it should be. I endeavour to improve that!
Your honesty encourages me. Thank you, Rob. I wish you well.