3 leadership pitfalls you must avoid

Leaders shoulder significant responsibilities and engage in a multitude of actions, making it entirely expected for them to encounter a higher likelihood of making numerous mistakes.

1.     Wanting to come across as perfect

No one likes perfect people.

Why?

1) Because we know we are not perfect (in a sense as the word is used by most people... because in a spiritual sense, we are ALWAYS perfect... just as a side), and we don’t want to seem “less than them.” As imperfect beings ourselves, we're reluctant to cast ourselves in the shadow of perfection.

And 2) We know that “perfect” doesn’t exist. So, we immediately suspect something fake about them.

“Perfect” people pretend to never make mistakes. No one appreciates people who don’t admit they made a mistake either. It’s hard to warm up to those who can't acknowledge their fallibility. After all, we know we all make missteps sometimes.

We much rather want authenticity – especially in leaders!

2.     Not asking enough questions (or asking the wrong questions)

Failing to ask enough questions could result in missed opportunities to unearth valuable insights and innovative ideas. By actively engaging in a culture of curiosity and asking more (and the right) questions, we open the door to fresh perspectives, alternative methods, and the potential discovery of game-changing, multi-million-dollar concepts (or else, they may be taken to another organization, which is more welcoming in this sense). Embracing the power of inquiry can be a catalyst for innovation and creativity.

Certain scenarios call for closed questions, while others demand open-ended inquiries to yield the anticipated or desired outcomes.

On the other hand, asking the wrong questions can shut people down. Questions like: "Why can’t you just do your job properly?" or “Do you even understand the bigger picture here?” are definitely not helpful. You get the picture…

3. Making assumptions about how you are perceived

As leaders, we need to constantly evaluate how we come across, how our words and actions are interpreted, in order to assess any potential gaps in perception. These gaps may emerge from the disparity between our self-perception, the perception we wish to convey, or how we believe others perceive us, and the way we are actually perceived by those around us.

Obtaining feedback is a vital practice for leaders to ensure effective communication and alignment with their teams. By proactively seeking and receiving feedback, leaders can bridge the gap between their intended message and how they are perceived by others. This process not only promotes clarity but also fosters trust, as it demonstrates a leader's willingness to listen and adapt. Leaders who actively seek feedback can make necessary adjustments in their communication style and approach, ultimately improving their ability to inspire, guide, and engage their teams while fostering a culture of open and honest communication. In doing so, they create an environment where everyone's perspective is valued, and collective goals are more likely to be achieved.

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