10 Habits avoided by Transformational Leader

There are no working hours for leaders” by James Cardinal Gibbon.

In an organization, growth and change are unavoidable, but Transformational Leadership can help employees accept change by cultivating a business culture of accountability, ownership, and workplace autonomy. Let’s talk about what Transformational Leader Should Avoid?

The 10 Habits For Transformational Leader To Avoid:

1. Over-sighting the Details

Transformational leader are often the ones who think big. Hence, they sometimes easily overlook the key components that affect the overall success of an organization. Leaders often tend to overlook details or be unaware of small things which can lead to the creation of bigger problems. If a leader finds themselves always looking at the bigger things and be unable to look at the small details, then the team members should make sure that they can offset the lack of detail orientation.

2. Promoting Employee Favoritism

Transformational leader are often seen spending more time with those team members who share their big-picture vision. They advise and coach other employees who are pursuing a larger aim. However, not every employee may be on board with the messaging. This could result in an in-group and an out-group, with some receiving more time and attention than others and hence having a better chance of succeeding. As a result, the team may split, with anger growing between those on the inside and those on the outside. So, leaders should try to avoid this quality and treat everyone equally.

A research by Sergiovanni, 1992 stated that leadership is a mindset. It is centered on action rather than traits, and it applies to everyone. The leader’s job is to help everyone develop their leadership potential. Leaders, team members, employees, managers are all included.

3. Make the Employees Burnout

Being a great motivator and motivating your employees such that they enjoy coming to work and accomplishing amazing things is good. However, this is a precarious situation. Employees’ personal life still require consideration. Burnout can occur as a result of long hours spent working for a common objective while ignoring personal needs and ambitions. It’s critical to recognize and accept your team’s limitations while you work on building transformational leadership skills. A Leader should encourage staff to live a balanced lifestyle to avoid burnout.

4. Taking Bad Decisions

Transformational leader are frequently regarded as the innovators of society. They think large and have a laser-like focus on their concept and aim. While this passion might inspire others, it can also blind you to new ideas and proposals. You run the danger of not noticing a problem that leads to failure if you are unable to accept constructive criticism or involve your team in successful brainstorming meetings that assist improve your invention.

Leader’s Tip
Encourage an atmosphere of openness and trust while avoiding micromanagement and allowing team members to assume responsibility.

5. Not Setting Clear Expectations

It is often seen that leaders don’t set clear expectations for their team members and thus, they don’t perform at their best level. Therefore, clear expectations must be established, revised, and emphasized for a team to work well. Bad leaders have a habit of sending contradictory messages about priorities. Manage and communicate expectations regularly, especially when it comes to performance and goals. This is especially important during times of Business Transformation and change.

Also See: What exactly is Digital Transformation in 21st Century?

6. Developing Unnecessary Process and Rules

Leaders are more concerned with what not to do than with what must be done. This is frequently caused by a lack of trust and serves as a fertile ground for micromanaging behaviors. Leaders should focus on empowerment and what each person can achieve, particularly around their abilities, rather than growing operational company processes. This helps to improve not only team performance but also the organization’s innovative ability.

7. Lacking Follow-Up and Follow-Through

Transformational leaders often start new programs only to abandon them when something more important comes up. This is something that leaders do at times, and it has a negative impact on morale and team performance. If as a leader, you say you’ll do something, then follow through. Setting and managing expectations for accomplishments, tasks, and objectives is essential.

Check out the Video-

8. Bringing Constant Change

It’s infuriating for team members to react to unplanned and unstructured change. Some leaders make changes for the sake of changing them, with no genuine justification as to why. When you try to do too much at once, it might become overwhelming and unattainable. Structure and stability are important aspects of your role as a leader and you should avoid the habit of bringing constant changes.

Leader’s Tip
Maintain a commitment to self-awareness and personal development, asking for criticism and adjusting your leadership tactics as necessary.

9. Discouraging Responses and Communication

Leaders tend to think that their decisions are best and they don’t need anyone else’s opinion. This is why they are so short-lived. In coaching sessions and team meetings, encourage free and honest communication. Active engagement among the employees should be encouraged and rewarded. To enhance collaboration and transparency, you should have a solid set of internal communication tools and processes.

Effective leaders must establish and manage a change process, according to a research by Lezotte and McKee (2006), to create employee learning that will enhance performance results. To design and implement the usage of successful instructional tactics, you’ll require leadership skills. These leadership and management abilities create an environment conducive to learning and organizational success.

10. Building Too Much Internal Competition

There’s nothing wrong with a friendly competition unless it spirals out of control and turns into workplace backstabbing. Leaders that establish this culture are frequently insecure, particularly in their capacity to lead and remain competitive. Too much competition stifles collaboration, influence, and trust, all of which are necessary for innovation. Internal finger-pointing to the team, as well as other teams and functional areas, should be avoided and discouraged.

Conclusion

Transformational leaders are always excited about the future and should involve everyone in the process of change and achievement. Future leaders and those who will lead the charge of upcoming developments will need to avoid these habits and characteristics to develop a successful working environment and help the organization to achieve its goals.

FAQs

Key Takeaways

• Instead of exercising excessive control and micromanagement, empower your team and put your trust in them to do their best work.
• Avoid acting inconsistently and convey your vision and ideals clearly to the team to motivate and energise them.
• Encourage varied viewpoints, actively listen, and embrace open-mindedness to promote creativity and growth within the organisation.