Almost all managers like to say they help employees develop into a new generation of corporate leaders. But the truth is often the exact opposite: managers' behaviour prevents employees realising their full leadership potential. Are you committing the same mistake? This can easily be verified via the following article which summarises the most common managerial missteps, hindering the development of leaders in organisations. They were originally published on TLNT.com.
1. You prevent any risk
Any future leader must gain experience with risk-taking. If a manager does not allow employees to take risks, they will fail or run away the first time they encounter a risk. The situation will be even worse when they are promoted to more senior positions.
2. You do not allow your subordinates to experience failure
Managers tend to intervene immediately when they see their subordinates could fail at something. But how can employees learn something useful from mistakes they do not know they are making?
3. You confuse expected performance with excellent performance
You tell your staff their work is great although they are only doing what they are paid for. This raises a false concept of performance. Your employees need to know what really is great and should be praised when they achieve it.
4. You think that good performance is a prerequisite of leadership
Being a good specialist is, unfortunately, not the same as being able to lead other specialists. Managers should decide on promotions based on the leadership skills of their subordinates, not only on good performance.
5. You can't admit your own mistakes
Whether they like it or not, every manager is a role model for their subordinates. They should be able to admit their own mistakes and learn from them. Their staff will be inspired by such an act of leadership.
-Kk-