Really, what are the right do’s and don’ts for managers when the signposts keep moving all the time?
Someone may say that both do’s and don’ts of leadership are important, but it’s for sure easier to drive the right steps forward with what you need to do rather than what you have to avoid. Knowing what’s the right thing to do as a leader guarantees you’ll avoid making costly mistakes.
The Do’s of Leadership
What are essential leadership qualities that can help you in any business situation?
- Communication. A leader who can clearly and persuasively communicate their vision and goals can inspire and motivate their team to achieve great things.
- Empathy. Leaders who are empathetic can build strong relationships with their team members and create a culture of collaboration and teamwork.
- Delegation. Delegating tasks to team members allows a leader to focus on more strategic tasks and ensures that everyone is working to their strengths.
Other essential leadership qualities include the ability to make tough decisions, accountability, self-awareness, adaptability, a clear vision, recognition of employee efforts, and a willingness to take calculated risks.
By embodying these leadership qualities, you can create a positive and productive work environment that empowers your team to reach its full potential.
With so many things to think of all at once, it is easy to get sidetracked and abandon your goals and values.
What do’s and don’ts of leadership should you keep in mind when lost in the daily chaos?
Do’s and Don’ts for Managers
Here are some general do’s and don’t for managers that you can write down on a post-it note and come back to any time when you need to make a difficult decision or a tough choice:
- Communicate clearly and effectively (early and often) with your team.
- Lead by example and model the behavior you expect from your team.
- Set clear goals and expectations for your team.
- Provide regular feedback and recognition to your team members.
- Foster a positive and inclusive work environment.
- Invest in the development and growth of your team members.
- Build strong relationships with your team and other stakeholders.
- Micromanage your team members.
- Play favorites or show bias towards certain team members.
- Ignore conflicts or problems within your team.
- Fail to provide feedback or recognition to your team members.
- Create a toxic work environment through negative behavior or attitudes.
- Neglect your own professional development and growth as a manager.
- Make decisions without consulting or involving your team.
When making difficult decisions, it is important to focus on the long-term impact of our choice.
Watch the video below to learn more about making one of the most difficult decisions as a manager – hiring and letting people go:
Don’ts of Leadership: 16 Traits of Toxic Managers
Toxic managers can create a negative work environment that can impact the morale, performance, and well-being of their team members. Here are some characteristics that can enforce toxic behavior:
1. Lack of empathy.
Toxic managers do not show empathy towards their team members and do not take their feelings or concerns into consideration.
Do you micromanage your team members? It can make them feel disempowered and cause them to lose confidence in their abilities.
Playing favourites with certain team members can create a toxic work environment and damage team morale.
Toxic managers may bully or intimidate their team members, which can cause emotional distress and negatively impact performance.
5. Lack of accountability.
Do you take responsibility for your actions or decisions? If you do not, that behavior can erode trust with your team members and stakeholders.
6. Poor communication.
Managers who do not communicate effectively with their team members can create misunderstandings, missed opportunities, and a lack of direction.
7. No transparency.
Toxic managers do not provide clear and honest information to their team members, which can result in distrust and create a negative work environment.
8. Failure to recognize and reward employees.
Not recognizing or rewarding team members for their hard work can lead to disengagement and decreased morale.
Inconsistent actions or decisions can create confusion and a lack of trust among team members.
10. Lack of vision.
A leader who lacks a clear vision for their team or organization may struggle to inspire their team members and achieve their goals.
11. Weak adaptability skills.
Resistant to change or failing to adapt to new circumstances or market conditions? You may miss opportunities or be left behind by competitors.
12. Inability to make tough decisions.
Avoiding making tough decisions? You may hinder your team’s progress and cause them to lose confidence in your leadership.
13. No self-awareness.
Leaders who lack self-awareness may struggle to identify their own strengths and weaknesses, which can impact their decision-making and ability to lead effectively.
14. Poor listening skills.
Avoiding listening to feedback from team members or stakeholders may make you miss valuable insights and opportunities for improvement.
15. Overlooking development.
Neglecting employee development can result in a lack of growth, decreased engagement, and increased turnover.
16. Making decisions based on emotions or biases.
Leaders who make decisions based on their emotions or biases may miss important facts or make irrational decisions that negatively impact the organization.
If you want to develop a self-managing digital leadership system that changes and evolves as you gain experience and grow as a leader, there is a roadmap you can find in the free video training below: