My client Sarah recently left a job that she loves because she felt criticized, micro-managed and unsupported by her boss.
Sarah’s boss was shocked when she resigned.
He really had no idea that by being so controlling, he was stifling the development of one of his star employees.
Her boss is what I call an “unconscious leader.”
He truly lacks self-awareness and, therefore, does not understand that his behaviour is causing disengagement in his team.
What is the impact of “unconscious leaders”?
Well, their behaviour often results in:
- A lack of retention
- Low engagement
- Poor performance
Can you afford to be an “unconscious leader”?
The only way that you can grow is to be clear on the areas that you need to change or develop.
So, to help you create a focused development plan, below you will find the:
Top 10 List of the Most Common Behaviours that “Unconscious Leaders” Demonstrate.
Review this list and pick one key area that you can work on to become more effective:
- I can be a micro-manager
- My communication style is very direct and can be perceived as rude or aggressive
- I can be rigid in my thinking or reluctant to innovate and challenge the status quo
- I can be impatient
- I can be judgemental
- I do not deal with conflict well and often let it simmer
- I often avoid giving constructive feedback
- I can talk too much, rather than focus on listening
- I do not give positive feedback and recognize other people’s achievements
- I can be indecisive or a slow decision-maker
Which of these areas is limiting your success?
Remember, we all have gaps in our development.
So, please don’t avoid this gap anymore.
Rather, put a plan in place to work on developing some competence in this area.
Personal growth is not a “nice to have” for leaders, it is necessary for the success of your team and your business.