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Poor Leadership comes with a list of behaviours and characteristics, the complete opposite of effective, good leadership. 

You have probably encountered one of these ‘poor’ Leaders who failed to be Leaders! Lacking were words and actions to inspire or motivate us to give the best of ourselves and help achieve Business success. You will recognize the symptoms of low morale, stress and conflict, all tell-tale signs of poor leadership. 

Let's profile ‘poor’ leadership with 6 Strategies to avoid becoming that ‘bad’ Leader. 

1. Poor communicator: Poor Leaders often feel the need to dominate and control the conversation and do so by interrupting others. They are the loudest voice and usually bad listeners. This behaviour can have a devastating effect on staff, who will withdraw, feel undervalued and lose respect. 

Strategy 1: Communication is a two-way street. Become a better communicator, a conversationalist by letting others have a say and listen attentively while they do so. Be an active listener, avoid interrupting and high jacking the conversation with your point of view. Share the ‘floor’ to get input from all involved. 

2. Micromanaging: The poor Leader feels the need to closely manage every detail, to control and often lacks the trust to delegate. This over-bearing scrutiny dampens and hampers staff spirit, sabotages self-belief and destroys Team morale. 

Strategy 2: Look for the signs. Self-awareness is crucial. How do your staff react to this close monitoring. Do they welcome and embrace your suggestions, interventions or do they shy away, become disengaged. Importantly, build bridges by asking if or how you can support them and leave them to do their job. 

3. Lack of Recognition: Poor Leaders often fail to acknowledge a job well done or contribution and efforts made by their employees. This can lead to disengagement, resentment and low retention rates.  

Strategy 3: Employee recognition is more than good practice! Read the surveys, ask your staff, you will find recognition is a fundamental driver of strong work commitment, motivation and morale. When monetary reward isn’t the carrot, or even if it is, praise and recognition is a powerful tool. 

4. Failure to Accept Responsibility: When there are setbacks or bad results poor Leaders fail to take responsibility, instead deflecting and shifting blame onto others. They lack accountability and avoid solving problems. This inaction erodes Team trust and creates a toxic work environment.   

Strategy 4: Taking responsibility is standing by your Team in good and bad times! Strong leadership is taking ownership of the Teams results, whatever the outcome. These Leaders celebrate wins and take accountability when there are setbacks or encounter difficult times. They stand up, accepting the fallout and openly support their Team.  

5. Conflict Avoidance: Conflict is inevitable in any workplace. The key is how a Leader deals with it.  Poor Leaders don’t. Unfortunately, ignoring, sweeping issues under the carpet and avoidance don’t solve the problems and they don’t go away.   Left unchecked, conflict festers, tensions intensify leading to dysfunction. 

Strategy 5: Conflict Resolution is a vital leadership skill. Effective strong Leaders address problems or disputes when they arise, dealing directly with those concerned. Intervention includes mediation, seeking fair and equitable outcomes and solutions. They will also engage professional services if needed.  

6. Have a Voice and Presence: Poor Leaders are often missing in action and voice. This Leader sends the wrong message by skipping meetings, regularly arriving late or disappearing early, missing important discussions. They can also let themselves blend into the background of the Business, on both the executive and shop floor, are rarely seen or heard!  This can lead to weak relationships, disconnection and create mistrust. 

Strategy 6: Strong Leaders lead by example with presence and voice. This is about actively participating, Leaders sharing their story, contributing to both Team discussions and one on one conversations. This includes giving their perspective freely and openly to build trust and develop healthy working relationships. Such Leaders lead by example with ethical behaviour, providing direction, vision and realistic goals. 

You have probably encountered one of these ‘poor’ Leaders who failed to be Leaders! Lacking were words and actions to inspire or motivate us to give the best of ourselves and help achieve Business success. You will recognize the symptoms of low morale, stress and conflict, all tell-tale signs of poor leadership. 

In summary, if you recognise any of these behaviours, in yourself or others, I encourage take the time to act to avoid becoming that ‘bad’ Leader.