Are YOU Making These Mistakes as a Leader?

Are YOU Making These Mistakes as a Leader?

It’s often said that mistakes provide great learning opportunities. However, it’s much better not to make mistakes in the first place!

Experience is the name every one gives to their mistakes.– Oscar Wilde

In this article, we’re looking at 10 of the most common leadership and management errors, and highlighting what you can do to avoid them.

If you can learn about these here, rather than through experience, you’ll save yourself a lot of trouble!

  1. Not Providing Feedback

Sarah is a talented sales representative, but she has a habit of answering the phone in an unprofessional manner.

Her boss is aware of this, but he’s waiting for her performance review to tell her where she’s going wrong.

Unfortunately, until she’s been alerted to the problem, she’ll continue putting off potential customers.

According to 1,400 executives polled by The Ken Blanchard Companies, failing to provide feedback is the most common mistake that leaders make.

When you don’t provide prompt feedback to your people, you’re depriving them of the opportunity to improve their performance.

  1. Not Making Time for Your Team

When you’re a manager or leader, it’s easy to get so wrapped up in your own workload that you don’t make yourself available to your team.

Yes, you have projects that you need to deliver. But your people must come first – without you being available when they need you, your people won’t know what to do, and they won’t have the support and guidance that they need to meet their objectives.

Once you’re in a leadership or management role, your team should always come first – this is, at heart, what good leadership is all about!

  1. Being Too “Hands-Off”

One of your team has just completed an important project. The problem is that he misunderstood the project’s specification, and you didn’t stay in touch with him as he was working on it.

Now, he’s completed the project in the wrong way, and you’re faced with explaining this to an angry client.

  1. Being Too Friendly

 Most of us want to be seen as friendly and approachable to people in our team. After all, people are happier working for a manager that they get on with.

However, you’ll sometimes have to make tough decisions regarding people in your team, and some people will be tempted to take advantage of your relationship if you’re too friendly with them.

This doesn’t mean that you can’t socialize with your people. But, you do need to get the balance right between being a friend and being the boss.

  1. Failing to Define Goals

When your people don’t have clear goals, they muddle through their day. They can’t be productive if they have no idea what they’re working for, or what their work means.

They also can’t prioritize their workload effectively, meaning that projects and tasks get completed in the wrong order.

  1. Misunderstanding Motivation

Do you know what truly motivates your team? Here’s a hint: chances are, it’s not just money!

Many leaders make the mistake of assuming that their team is only working for monetary reward. However, it’s unlikely that this will be the only thing that motivates them.

For example, people seeking a greater work/life balance might be motivated by telecommuting days or flexible working.

Others will be motivated by factors such as achievement, extra responsibility, praise, or a sense of camaraderie.

  1. Hurrying Recruitment

When your team has a large workload, it’s important to have enough people “on board” to cope with it. But filling a vacant role too quickly can be a disastrous mistake.

Hurrying recruitment can lead to recruiting the wrong people for your team: people who are uncooperative, ineffective or unproductive.

They might also require additional training, and slow down others on your team. With the wrong person, you’ll have wasted valuable time and resources if things don’t work out and they leave.

What’s worse, other team members will be stressed and frustrated by having to “carry” the under-performer.

You can avoid this mistake by learning how to recruit effectively, and by being particularly picky about the people you bring into your team.

  1. Not “Walking the Walk”

If you make personal telephone calls during work time, or speak negatively about your CEO, can you expect people on your team not to do this too? Probably not!

As a leader, you need to be a role model for your team. This means that if they need to stay late, you should also stay late to help them.

Or, if your organization has a rule that no one eats at their desk, then set the example and head to the break room every day for lunch.

The same goes for your attitude – if you’re negative some of the time, you can’t expect your people not to be negative.

So remember, your team is watching you all the time. If you want to shape their behavior, start with your own. They’ll follow suit.

  1. Not Delegating

Some managers don’t delegate, because they feel that no-one apart from themselves can do key jobs properly.

This can cause huge problems as work bottlenecks around them, and as they become stressed and burned out.

Delegation does take a lot of effort up-front, and it can be hard to trust your team to do the work correctly.

But unless you delegate tasks, you’re never going to have time to focus on the “broader-view” that most leaders and managers are responsible for. What’s more, you’ll fail to develop your people so that they can take the pressure off you.

  1. Misunderstanding Your Role

Once you become a leader or manager, your responsibilities are very different from those you had before.

However, it’s easy to forget that your job has changed, and that you now have to use a different set of skills to be effective. This leads to you not doing what you’ve been hired to do – leading and managing.

I hope you found value in this article.  Be on the lookout for more management tips!

Thanks for reading,


Create Raving Fans

A few years ago I was in a Ruth’s Chris Steakhouse in Chicago on Dearborn St. I was sitting with my friend Chris Shefts, and we ordered the usual steak, garlic mash, asparagus, lobster bisque… you know, the works.

It came time for dessert and our server hands me the dessert menu.  I see many things on the menu that I didn’t want.  What I did want was chocolate chip cookies.  So I asked the gentlemen if he had any chocolate chip cookies.  He, of course, said, “I’m sorry Mr. Nestor, we do not.”

So I kindly handed him back the menu, and said, “The only thing I’m in the mood for is cookies so I’ll just have the check.”  The server leaves the table.

As we were sitting along the glass I see my server crossing the street outside running into the convenient store.  A few moments later, he comes running back.  A few moments after that, he comes to the table with two giant chocolate chip cookies, chocolate syrup drizzled on the top, and a large glass of ice cold milk.

I was wowed.  I was shocked.  I thought, “did this guy really just go completely out of his way, spend his own money, just to create a moment for me?”

I went back home, and thought about what that server did that night, and that’s when I had the moment, the Constanza moment.  If you don’t know who Constanza is just look at somebody over 30 and they’ll tell you who Constanza is.

There’s an episode where George and Jerry are trying to figure something out, and then George screams… “I GOT IT!!!!”

I realized that the reason Ruth’s Chris is such a phenomenal steak house with locations all over the world is Ruth’s Chris understands one thing.  Moments…

Ruth’s Chris didn’t train the server so they could send him out into the restaurant to serve me a steak.  They trained him and sent him out into the restaurant to meet a family that has worked their butt off all month and saved some of their discretionary income to come to Ruth’s Chris for possibly once in their lifetime.

(And a family of four, if they had steaks, sides, appetizers, dessert, drinks, and tip would be well over $700.)

They trained and hired him to look for opportunities to create a moment.

You hire for attitude, you train for success.

Training does not fix what HR does not catch.

And when I understood that I understood that Ruth’s Chris didn’t hire him to do a job, they hired him to create a moment, and when you get that understanding, and I mean this figuratively not literally, you can quit your job and go to work because you are in the business of moments, it’s all about making emotional deposits into the emotional bank account of everyone that you serve.

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