3 Silly Mistakes That Make Failure Inevitable For Smart Leaders
Summary: Managers need to be aware that these mistakes are just as common as they are detrimental. The good news though is that once they are aware of them, they are easy to fix.
In my journey of coaching executives and leaders, I have come across statements like, ‘In spite of my stellar reputation for technical capabilities, I am never considered an influential leader. I am considered a bad boss who does not validate ideas and this makes the employees want to run from the job!’
Most organizations are run by highly intelligent leaders. Yet, when things fall apart, it is usually the result of silly mistakes made by the same intelligent leaders. When smart executive leaders sabotage themselves, day in and day out, with mistakes that they obviously can’t see but are glaring to everyone else’s eyes, tragedies tend to happen.
How can otherwise sharp and experienced executive leaders with remarkable track records make such silly mistakes? Here, we will take a look at the most common of these silly mistakes that smart leaders make:
They Don’t See Failure As Even a Possibility
There are some executive leaders who believe themselves to be so smart and deserving of all accolades, that they tend to take their success for granted. It is by becoming enamored with their ideas in an almost unhealthy way that they start believing their competitors could never catch up, that their circumstances could never change, and that no disruptors could ever surface. Star Leaders are those who are always mindful of who they are at the moment, continually questioning their positions, observing and navigating the situations, particularly when they’re on top. It is by completely being mindful, reflecting on their role as a manager, appreciating their as well as their team’s efforts, and their clients that they become better leaders in business, and happier human beings overall!
They Don’t Listen To Their Team or Clients
There are executive leaders who don’t just pride upon, but become obsessed with being the most loyal and reliable resource for a company. Their behaviour alienates valuable team members and silences voices that could have otherwise helped the organization succeed. When an executive leader doesn’t truly observe their employees, and begins to liken disagreement to disloyalty, they miss out from understanding the underlying sentiments and concerns that their team and clients might have had. Undermining the views of employees who might be just as loyal, or maybe even more, they are left with no one to raise the warning flags.
No Red Flag is a Big Enough Warning For Them
Star leaders understand that business situations often have more to see than meets the eye. They not only intentionally step back to get a strategic bird’s eye view, but they work on the possible outcomes by making observations and mindfully taking actions. But, the funny thing is, unlike the first group of managers that we discussed here, these leaders are not completely averse to seeing the possibilities through sheer observation or even directly soliciting input and suggestions of clients and team members alike. Almost everything in moderation is a great quality, and the same goes for persistence in a leader.
Impact on Leadership
Being a good observer enables the leader to take a step back and peer into themselves and others. It creates better lessons for us to embrace and put into action. When you are an observant leader, your efforts get transformed and your team starts viewing you as an empathetic leader who adapts and creates a legacy others will remember. Peter Rouse, who was a White House chief of staff, is considered as one of the most observant leaders for his team. Though he was a politician, he was vigilant and tough. He was usually described as being an introvert, however, he expressed himself when needed to and not when he was goaded to, highlighting the trait of being observant in timely situations.
Do you still wish to remain oblivious to the needs of your employees?
Would you like to become a leader who is more mindful and observant?
3 Immediately Applicable Action Steps
- Every now and then, indulge in a minute of mindful breathing and reflect on how differently you would like to project yourself as a better leader.
- Observe your team, try to understand their reasons; this way, you’ll be more helpful to the company.
- Daily, take a few moments to step back in silence and find fresh perspectives to even your routine situations.
Authored by Coach Vikram
Vikram is an Executive Presence Coach who supports CXOs and senior leaders to make an impact, influence, and lead with ease. He advises C-level leaders and teams to strengthen business performance through their executive presence and star leadership.
Vikram works closely with Boards and senior leaders to align leadership needs with strategy. His forte is his ability to develop trusted partnerships with senior leaders at some of the most recognized companies in the world. Vikram coaches senior leaders to draw upon their best selves, while growing their business and their leadership capabilities.
Vikram and his team have developed a groundbreaking model of executive presence and an Executive Presence Index (EPI) Assessment, the first frequency based, scientifically validated tool to measure executive presence.
Connect with him if you want practical and immediately applicable strategies to accelerate results, develop your people, and influence others to make a positive difference in your organization.
