The Collateral Damage of Poor Leadership behaviors

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what is the most leadership problem is any organisation ? is it culture, process or is it leader only?does transformational leadership solves this issue?


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The Collateral Damage of Poor Leadership behaviors Leadership is one of the most important factors in determining the success of an organization. It directly affects employee motivation productivity and importantly their performance. Implying bad leadership can result in high rates of attrition and poor employee retention. It is crucial to understand the traits of a bad leader and realize the impact it can create before the business suffers. Over the span of our careers most of us have had the unfortunate experience of working under a bad leader. What comes to mind when you think of bad leadership behaviors A survey of 1000 employees by Bamboo HR lists the following behaviors that employees list as the top 10 bad behaviors – along with the percentage of employees who considered such behavior as a deal-breaker.

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Top 10 bad leadership behaviors

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Here are the top 5 poor leadership behaviors that make employees quit. “People leave managers not companies” is a very common thought while talking about corporate businesses. Managers or leaders have a very lasting impact on their team members. They decide the project the teams that shall work together and also determine the promotion criteria for the employees. Looking at the downside of this the behavior of a manager can as well deeply damage the motivation of an employee his/her productivity and performance. This results in high employee turnover rates and poor employee retention strategies. Some of the poor leadership behavior that makes an employee quit the job can be summarized as:

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The style of management a leader follows The management style practiced by a leader greatly influences the behavior of his/her subordinates. Different teams projects and businesses need different management styles. A leader should consider the needs of his team members in order to effectively manage them. The wrong management style hurts everyone. Your perfect leadership style needs to align with your own skills personality and experience. It should also be suiting the culture of your organization and adhere to the needs of your team. The condescending attitude of a manager The issue of a condescending superior runs rampant in the business today. Condescension is usually a tone of voice where the words of a person are not the main issue. The way a leader communicates to his team members can make them feel as if they are being spoken down to like a child or a brand new employee in an organization who has no idea about the work. This feeling tends to create a sense of dissatisfaction among the employees. Bad temper of a leader I have learned that in order to become a good leader one must rise above the passions of the moment and maintain a level head even in very tense situations good leaders should be quick to listen and slow to anger. It is important for leaders to be patient with their team members in order to win their trust. Angry bosses are rarely effective and it tends to create a negative influence on the subordinates. Inappropriate behavior At an organizational level bad or inappropriate behavior can have a tangible impact on profitability. As a leader one should avoid practicing any such behavior which results in employee dissatisfaction or hinders their performance. A leader should be concerned about his team members and make them feel valued at work.

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Harassed employees It is up to the leaders of an organization to promote an inclusive culture with a zero-tolerance policy against any type of harassment. Leaders should be aware of the problems or issues faced by his team members and should make sure that the employees do not face any kind of trouble or harassment while at work. Numerous surveys over many years have corroborated the fact that bad leadership behaviors lead to poor employee engagement poor organizational culture and low productivity. It can be safe to say that the money spent by organizations on leadership development is much more beneficial than the cost it has to incur as a result of poor leadership. Still don’t see bad leadership as a serious problem Take a look at the numbers from a survey by Harvard Business Review. The employees who felt that their leaders were disrespectful to them admitted to the following behaviors.

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 48 INTENTIONALLY DECREASED THEIR WORK EFFORT.  47 INTENTIONALLY DECREASED THE TIME SPENT AT WORK.  38 INTENTIONALLY DECREASED THE QUALITY OF THEIR WORK.  63 LOST WORK TIME TRYING TO AVOID THE OFFENDER.  66 SAID THAT THEIR PERFORMANCE DECLINED.  78 SAID THAT THEIR COMMITMENT TO THE ORGANIZATION DECLINED.  25 ADMITTED TO TAKING THEIR FRUSTRATIONS OUT ON CUSTOMERS. Bad leadership is not only detrimental to morale and productivity but it also has a negative cascading effect. Some of the obvious effects of poor leadership behavior are  LACK OF TEAMWORK  SILOS WITHIN THE ORGANIZATION  LOW MORALE  HIGH TURNOVER  STATUS QUO VS. CONTINUOUS CHANGE AND IMPROVEMENT  LOW OR NO INNOVATION  PERSONAL BENEFITS TRUMP TEAM OR ORGANIZATIONAL GOALS How to identify and rectify poor leadership behaviors One of the best ways to identify bad leadership behaviors before they become a serious drag on employee engagement and productivity is to foster a culture of honest feedback. As most employees are uncomfortable offering feedback to their leaders the best way to start is by having anonymous 360-degree feedback of all leaders on a regular basis – at least once a year. Once bad leadership behaviors are identified give the leaders some coaching to address these behaviors. If there is no significant improvement in the leader’s bad behavior it may be prudent to let the leader go. Sometimes firing a single toxic leader is more than enough to improve the morale of the entire team

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