Oops! 3 Leadership Mistakes You're Probably Making Without Realizing

As a High Performance Coach, working with many executives, I've had the privilege of working closely with leaders across various industries. These leaders are committed, without a doubt, to fostering environments where their teams can thrive and excel. They often choose leadership styles aimed explicitly at nurturing and retaining top talent, usually focusing heavily on ensuring their teams are happy and content, so they'll stay - FOREVAAAA. However, despite their best intentions, some everyday practices might actually be doing more harm than good. Here are three common leadership habits that, while well-intentioned, might be subtly undermining your team's ability to reach its full potential.

1. Over-Focusing on Employee Happiness

"I just want them to stay, so I need to make sure they're happy." This sentiment is pervasive among leaders who equate happiness and comfort with satisfaction. While making your team feel happy and comfortable seem like a direct path to retention, it can unintentionally lead to a lack of challenge and growth. When leaders shy away from giving tough feedback or assigning challenging tasks, they might be prioritizing immediate happiness at the expense of long-term development.

The Problem: By focusing primarily on happiness, leaders might overlook the crucial opportunities for professional development that come from stretching one's capabilities. This comfort-first approach can lead to stagnation, where employees neither develop new skills nor feel truly challenged or engaged in their work.

The Shift: Shift your focus from merely keeping your team happy to actively fostering their growth. Encourage and support your employees in taking on new challenges that push their limits. By prioritizing development and learning, you cultivate a more dynamic and capable team. This not only enhances their skills but also builds a more fulfilling and engaging work environment that naturally promotes retention through personal achievement and professional mastery.

2. Assuming Employees Know What 'Good' Looks Like

"It's frustrating when they don't meet expectations." This is a common frustration among leaders who believe that their teams should inherently understand what constitutes a job well done. However, assuming that employees know the benchmarks for success without clear communication can lead to significant misalignments and underperformance.

The Problem: Without explicit directions and defined expectations, employees often feel uncertain and aimless. They might expend their energy on the wrong tasks or deliver work that misses the mark—simply because the mark was never clearly drawn.

The Shift: Proactively define and communicate clear, actionable goals for each team member. Clarify what success looks like for every task or project from the beginning. Regularly revisit these expectations through one-on-one meetings or team discussions. This approach ensures that everyone is aligned with the organization’s objectives and fully understands how their contributions fit into the broader strategy. By offering explicit guidance, you empower your team to not only meet but potentially exceed expectations, thereby fostering a sense of ownership and accountability in their roles.

3. Actions Speak Louder Than Words: Setting Expectations Through Behavior

"You don’t need to do what I do." Many leaders work extensive hours and handle communications outside of typical work hours, telling their teams that this level of dedication is not expected of them. Despite these verbal reassurances, employees often follow the example set by their leaders rather than the words spoken to them.

The Problem: When leaders consistently work late or respond to emails at all hours, they inadvertently set a standard for the rest of the team. This creates an unspoken expectation that to be successful or committed, one must emulate these behaviors. Remember—monkeys see, monkey do. The disconnect between what leaders say and what they do can lead to confusion and unintended pressure on employees to match this pace, potentially leading to stress and burnout.

The Shift: Model the behaviors you want to see in your team. If you advocate for a sustainable approach to work, make sure your actions reflect that philosophy. Establish clear boundaries for yourself and respect those of your team members. By demonstrating a commitment to efficient, focused work during office hours—and disengaging after hours—you reinforce a culture of respect for personal time and mental well-being.

Reflecting on and adjusting these three common leadership practices can have a profound impact on your team's engagement, productivity, and overall job satisfaction. By aligning your actions with effective leadership strategies, you can ensure that your good intentions translate into positive outcomes, creating an environment where everyone can thrive.

Want to learn more strategies to unleash your team’s potential? Join me and other experts as we delve into 'The 3 Proven Strategies for a Thriving Workforce.' Each strategy is rich and impactful, yet simple to implement. You won’t want to miss this! Hurry—spots are limited!