6. Misunderstanding Motivation
Do you know what truly motivates your team? Here’s a hint: chances are, it’s not just money!
Many leaders make the mistake of assuming that their team is only working for monetary reward. However, it’s unlikely that this will be the only thing that motivates them.
For example, people seeking a greater work/life balance might be motivated by telecommuting days or flexible working. Others will be motivated by factors such as achievement, extra responsibility, praise, or a sense of camaraderie. A great tool to help figure this out is an Extended DISC Profile! Contact us today to learn more!!
7. Hurrying Recruitment
When your team has a large workload, it’s important to have a full team. But filling a vacant role too quickly can be a disastrous mistake.
Hurrying recruitment can lead to recruiting the wrong people for your team: people who are uncooperative, ineffective or unproductive. They might also require additional training, and slow down others on your team. With the wrong person, you’ll have wasted valuable time and resources if things don’t work out and they leave. What’s worse, other team members will be stressed and frustrated by having to “carry” the under-performer.
You can avoid this mistake by learning how to recruit effectively, and by being particularly picky about the people you bring into your team.
8. Not “Walking the Walk”
If you make personal telephone calls during work time, or speak negatively about your CEO, can you expect people on your team not to do this too? Probably not!
As a leader, you need to be a role model for your team. This means that if they need to stay late, you should also stay late to help them. Or, if your organization has a rule that no one eats at their desk, then set the example and head to the break room every day for lunch. The same goes for your attitude – if you’re negative some of the time, you can’t expect your people not to be negative.
So remember, your team is watching you all the time. If you want to shape their behavior, start with your own. They’ll follow suit.
9. Not Delegating
Some managers don’t delegate, because they feel that no-one apart from themselves can do key jobs properly. This can cause huge problems as work bottlenecks around them, and as they become stressed and burned out.
Delegation does take a lot of effort up-front, and it can be hard to trust your team to do the work correctly. But unless you delegate tasks, you’re never going to have time to focus on the “broader-view” that most leaders and managers are responsible for. What’s more, you’ll fail to develop your people so that they can take the pressure off you.
10. Misunderstanding Your Role
Once you become a leader or manager, your responsibilities are very different from those you had before.
However, it’s easy to forget that your job has changed, and that you now have to use a different set of skills to be effective. This leads to you not doing what you’ve been hired to do – leading and managing.
We all make mistakes, and there are some mistakes that leaders and managers make in particular. These include, not giving good feedback, being too “hands-off,” not delegating effectively, and misunderstanding your role.
It’s true that making a mistake can be a learning opportunity. But, taking the time to learn how to recognize and avoid common mistakes can help you become productive and successful, and highly respected by your team!
Until next time, Lead on!!!