I have always wondered: How is it possible that in the light of the 21st century we still live making cave-in mistakes in the management of people? Evaluating and analyzing human behavior in organizations and leadership, I have been able to detect some interesting things from people in their workplace that I would like to share and I am going to focus on errors, which are consciously and unconsciously made from the position of leader. Let's see:
1. Act like a Deranged Goat. Committing nonsense with their performances
What we call emotional intelligence today is that virtue, quality, attitude, or whatever you want to call it, that allows you to be a fair leader, who preserves peace in the storm and that despite adversity reflects the tranquility that only gives you self-control.
2. Let go of rumors and make a priori decisions based on those rumors
It is clear that the rumors are just that; “Rumors”, and that although the saying goes “when the river sounds it is because it brings water” with the people under our supervision, it is not for us to take it lightly.
There is malpractice in leaders who only let go of what is said around them and do not even inquire as to what the reality of the facts is, damaging with this behavior the employees, the organization, their department and the same leader. If you like to get carried away by rumors, your management will be ineffective.
3. The formal and informal assignment of people or collaborators to keep you “updated” on events and tasks in the work environment.
This is a blunder. If you as a leader have allowed a collaborator to tell you things, things and trifles in your department, let me tell you that you are the main promoter of gossip as well as the rumors that harm people. This is exacerbated when you allow that comment or information to reach you in exaggerated proportions where the situation becomes critical.
4. Irresponsibility
Practiced in the following ways:
- Do not give importance to written communication. Let us remember that "words are from the air and go to the air", and also that "what is written is written." Look for scapegoats. Let us put it this way, it is when the leader irresponsibly blames others for their mistakes or actions in order to look good to others. Lack of authority or pusillanimity. Lack of authority or a faint-hearted leader results in a headless department. Don't forget! Say yes to every requirement to be right with God and the Devil. Respect yourself and respect others, if you said yes, comply; And if you said no, please comply too. When a collaborator strives and goes the extra mile on a task, it is his responsibility or we should not thank him for a job well done. Not everything is money, that's not my problem.If a collaborator presents you with a work or personal situation that is inherently his / her and affects the performance of their duties; If you don't mind, then why are you leading that team? This becomes a lack of support for collaborators.
5. Demand what we are not willing to give
I ask him: With what moral quality do you attract the attention of a collaborator when you do the opposite or at least do not try to do better?
6. The double side
Understand that collaborators believe in you for something and that belief is part of what maintains your leadership, please do not harm it.
It is clear that these bad practices are part of the people who exercise leadership and that many of these practices affect the success of management.
I ask him: Can we achieve success by hurting others and remain calm as if nothing happened? It looks like it is. You will decide what is good for you and what is not. Now, do not harm your principles and values, success is achieved by working with faith and dedication. Everything has its time, wait yours.
