5 Signs of Incompetent Leadership Young leaders Should Eschew
Moving around your workplace, what do you see? Do you have any leader you are under his supervision? A friend said to me, “I’ve only been at my workplace two weeks and the incompetent leadership I have seen displayed by my company’s board is alarming”. How do you mean? I questioned. “I’ve just been made senior supervisor. And with that position I get to sit at the board. In about two meetings the board held, I noticed the manager has been killing the company all by himself.” I will let you in on his points and signs he noticed while working for the company.
One thing many incompetent leaders have in common is that they’re not aware they’re incompetent. And if they are aware of it on some level, they’re probably not willing to admit it to anyone, least of all to themselves. And that’s the height of incompetent leadership you can find anywhere. And it’s because nobody wants to believe they’re the problem. Many leaders don’t want to take full responsibility for their actions.
Virtually all employees find themselves in jobs that most of the time overwhelm them on a daily basis. Nearly all of us have felt unequal to our job responsibilities at some point. You may be unlucky at some point in your career, or even right now, working in an incompetent leadership environment where you do not matter. It’s a painful experience. When you work for an incompetent leader you not only get tired of the constant leadership fails you can also get frustrated as well. That could lead to poor performance on the employee’s part.
Here’s how to spot incompetent leadership
Incompetent leaders create stress, unnecessary pressure and demotivate employees. They have very poor planning skills and maybe poor scheduling of work activities. Stress contribute to decrease in employee overall performance, quality of work, and absenteeism due to health related problems like anxiety and depression. And therefore leads to decrease in general organizational performance. It is important for leaders to recognize and address properly work stress because it badly affects the employee’s mental and physiological health.
Communication plays a major role on the motivation of employees. Communication is a two-way street. And one of the greatest motivating and demotivating factors is how a leader communicates with employees. There really is nothing more damaging to employee morale than the feeling that they are being kept out of the loop on important information and decisions. A demotivated employee can never be productive!
Every leader must try to live above being angry. Anger is a limitation that cripples an individual character. You might not think anger and being selfish are related. Anger, like all feelings, is just a sensation in the body. To feel your anger, it is suggested that you bring your attention to your body (take your attention away from who or what you think you’re angry at), breathe, move and welcome the anger. It will pass through your body in less than 90 seconds. Stuffed anger can stick around for years. It’s better to motivate employees using encouragement, rewards, and just acknowledging when they performs well.
Bias against action
True, competent leaders display a consistent bias for action. Bias can be termed: “The action of ignoring aspects of a scenario that disagree with past experiences and highlighting aspects that already agree with us.” There are always plenty of reasons not to take a decision, reasons to wait for more information, more options, more opinions. People who don’t make mistakes generally don’t make anything. David Ogilvy affirmed that a good decision today is worth far more than a perfect decision next month. And he’s right.
Zero personal relationships
Incompetent leaders are also dysfunctional individuals. They suck at keeping good relationships with their employees. They rather intimidate employees than getting along with them. And I can categorically tell you that many of the incompetent leaders are having their rewards already.
Which traits would you add? Share with me on the comment section or send me an email.