As per Jim Rohn, “The challenge of leadership is to be strong, but not rude; be kind, but not weak; be bold, but not a bully; be thoughtful, but not lazy; be humble, but not timid; be proud, but not arrogant; have humor, but without folly.”
At times we come across leader's who demonstrate the following avoidable traits that instead of propelling the organisation forward leads to deterioration of the organisational climate:
- Delegating the right jobs to the wrong people - is pretty common in the corporate world. At times roles are given not basis of meritocracy but because of association or affiliation. Leaders must avoid falling into this trap.
- Taking Credit for every success and give away the blames to others when things go wrong. They shout at subordinates in full public view without understanding their own role. Great leaders learn from mistakes and encourage their teams to do so as well instead of passing on the blame to save their own skin.
- Not Hiring A-Players - Great Companies are made by A-Players. A-Players are basically the top10 per cent of the talent available. The secret is to hire and retain these individuals. But the research shows that typically very few that is in fractions of A-Players are hired. This may be because of fear of inevitable in the mind of leaders, that their position can be in danger if they hire more A- Players. There is a huge financial and career cost paid by the organization because of this mistake of not hiring sufficient A-Players in the organization. Further, when the whole world is thriving on building human capital based assets, where will you land, if you commit such mistakes.
- Not Promoting Talent - In today’s fast-paced world, another mistake you commit as a leader is, you don’t promote the right talent in your division or organization. Sometimes leaders or superiors don’t allow highly efficient and intelligent employees to come forward again because of fear of inevitable that this can hamper their progress or can affect their job security. They ignore the fact that highly efficient and intelligent employees are the best bet in the events of crisis because their ideas and aptitude may drive the organization into fast-paced growth. Here, again it is the organization that suffers because of the leader's actions.
- Not creating an environment of Trust and always creating crisis and then solving it - Another common mistake, leaders commit is not creating an environment of trust. If you create this, organizations start functioning in Auto Mode, where even with less supervision and interference, a high growth-oriented environment comes into function. Leaders who are not creating an environment of Trust normally try to create a crisis environment and last minute jobs to be completed in hurry, try to exercise element of control and interference, with their subordinates.
This article has been written jointly by Raj Gupta and Dr.Arun Sachar, as a part of series of 7 articles on Organisational Climate in COVID Scenario.