Presentation on theme: "The Seven Most Common Mistakes Leaders Make Impact Consulting Group, LLC."— Presentation transcript:
The Seven Most Common Mistakes Leaders Make Impact Consulting Group, LLC
Out of 10,914 workers surveyed by Blessing White, only 31% are engaged. (Blessing White, 2011) Employees worldwide who know their managers as "people" are more likely to be engaged. 69% of American workers would work harder if they were better recognized. According To Research
46% of new hires leave their jobs within the first year. 63% of employees who do not feel treated with respect intend to leave within two years. (Human Resources Employment Engagement Statistics, 2011 )
The number one reason people leave their jobs or report dissatisfaction in their jobs is their relationship with their immediate boss. (Human Resources Employment Engagement Statistics, 2011)
The Seven Most Common Mistakes Leaders Make Avoidance of key issues Too much negative feedback Absence of positive feedback Disrespectful treatment Imbalance of accountability and inspiration Doing, not leading Lack of humility
Avoidance of Key Issues (Difficult Situations)
Leaders avoid issues because: They dont like confrontation and avoid it at all costs! They dont know the words to use. They dont want to offend someone. Theyre too busy with their own stuff. They arent paying attention.
Too Much Negative Feedback
Leaders give too much negative feedback because: Its a natural human response when expectations are not met. Its often directly related to their own stress. It may be linked to pressure theyre getting from their boss. Some of them think its their job to correct people.
Absence of Positive Feedback
Why dont leaders give positive feedback? They dont think about it. They dont have a disciplined plan of accountability (for themselves) to give it. They think a paycheck is feedback enough. They dont want to deal with raise issues at review time. They think employees will use it as an excuse to not improve.
Key Points Leaders actions have an enormous impact on those they lead. There is power in the emotional intelligence of a leader to inspire, arouse passion and enthusiasm and to keep people committed. Concept taken from Primal Leadership: Learning to Lead with Emotional Intelligence by Daniel Goleman
Key Points (cont) No one wants to work for a grouch. Optimistic, enthusiastic leaders more easily retain their people, compared with the bosses who tend toward negative moods. Although emotions and moods may seem trivial from a business point of view, they have real consequences for getting work done. Concepts taken from Primal Leadership: Learning to Lead with Emotional Intelligence by Daniel Goleman
Key Points (cont) In a survey of more than 1,000 U.S. workers, 42% reported incidences of yelling and other kinds of verbal abuse in their workplaces, and almost 30% admitted to having yelled at a co-worker themselves. This creates emotional toxicity. Concept taken from Primal Leadership: Learning to Lead with Emotional Intelligence by Daniel Goleman
Out of control emotions make smart people stupid! Emotional Intelligence by Daniel Goleman
Imbalance of Accountability and Inspiration
Doing, Not Leading
Lack of Humility
Humility is… Valuing others beyond yourself.
A humble leader: Admits weaknesses and mistakes Is appropriately patient with others mistakes Is open to correction (not my way or the highway!) Points the spotlight on others Is interested in others
Individual Application Identify the top mistake you make and one or two ways to overcome that in the future. What is your #1 Aha today?
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