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Leadership is about the effective integration and mobilization of people to achieve a set objective.There are so many bumps and detours in the course of leadership and one's ability to manage the odds towards the accomplishment of set goals is often the major difference between success and failure. Some in their sincere efforts to navigate the murky waters of leadership commit some heavy blunders that end up undermining their quest for success and sometimes threatens the very existence of their organization. Identifying this blunders and taking steps to avoid them is critical for every leader. Below are four common blunders leaders comnit and why you should avoid them:
Running a group instead of a team
Building a team is one of the major jobs of a leader. But having a set of people work under an orgaization's roof doesn't necessarily translate to having a team. When people come together for the purpose of work you have a group but when people who work together are bound by shared values and goal then you have a team. A team is a group, but not every group is a team.Unlike a group that each member is on a solo pursuit of success, teams on the hand are able to assess ,critique, care and support each other in and out of the job. Making it natural for them to synergize and hold each other accountable. This ultimately empowers them to overcome internal and external challanges to accomplishing more. The individual members in a group are driven by self interest and each member commits only to his own personal terms of engagement thus making interdependence a Herculean task. Communication and cooperation is often a big challenge in a group, and it makes the accomplishment of set objectives difficult or unachievable.
Valuing result over people
Goals achievement is an important part of business success. Through goals leaders can grow and measure their brand performance. However, goal,in itself amounts to norhing without the people who will drive it. But when a leader treasures goals achievement over people he becomes insensitive and blind to the geniune concerns of his team.. His relationship with the team members thus turns transactional. and he begins to treat people as tools for getting the job done and not as people with feelings and real needs. This approach to leadership often snow balls into strong internal resentments that might eventually consume the whole organization or in the least impede team commmitment and productivity. If such situation prolongs , key talents will exit the organisation. People want to be recognized,respected and treated first and foremost as human beings and not as objects. If for any reason they come to the conclusion that they can't get it, they simply walk.
Becoming complacent with Growth
The desire of evety leader is new levels of accomplishnents. New hieghts are often a product of stretch goals. The quest for the attainiment new levels of growth is covertly or overtly an invitation to a new dimension of challenges that often demand new capabilities.to surmount. New level, new devils they say. In this regard, constant and massive investment into retooling, reskilling and upskilling of your team becomes non negotiable if your organization must remain competitive and capable of more.It's always a bad idea to consider scaling down on persoanal and team development. Taking it for granted will make your team less Competitive and incapable of stella execution. The future of any organization is tied to the skills and competencies of her people. A vote against personal or team development is a vote in favour of mediocrity, stgnancy,stunted growth and general underachievement.
Emphasizing competence over Character
Competence may fetch you success but character is what sustains it. A person with a strong sense of character is values driven. He thinks legacy and commits building a desirable one. Competence is great, but competence without character leads to ruination. Competence may become obsolete someday but character is enduring. You can acquire competence but it takes a great deal and time to develop and becone a person of character. An individuals character flaws could become the greatest liability to the entire organization. A lot of great busines organizations have gotten sunk on the grounds of character flaw of her people. A dishonest employee for example, may through a dihonestky from his little corner at the workplace create a major problem may hurtt or consume the entire organization, driving her into extinction.Emphasizing competence over character is like building a castle on sinking sand. It cmay be grab all the attention and accolades but ant stand the test of time. Success without character is only temporary.
The above four blunders are just some of the ones common with most leaders. Making good and constant effort to avoid them in your leadership journey may save you a lot of troubles
