Leadership Bad Habits: 7 Ways to Know You’re a Terrible Leader

In every walk of life, habits shape our outcomes, sometimes subtly and other times with striking impact. For leaders, especially in Africa, these leadership bad habits are commonplace – almost like the norm.

The consequences of bad habits can ripple through organisations and nations, stifling growth and dimming the bright potential of collective efforts. Understanding and addressing these habits is crucial for nurturing environments where innovation and trust thrive.

We curated 7 of the most common of these habits:

1. Positional Power

One common pitfall among leaders is the over-reliance on positional power. It’s an easy trap to fall into. You’re the boss, and the temptation to use this status to command rather than inspire can be compelling. 

However, this approach often leads to a minimum-effort culture. When a leader leans too heavily on their title rather than fostering mutual respect and collaboration, they risk creating an environment where employees only perform when watched, limiting what the organisation can achieve.

Action Point: Embrace servant leadership. This style, which prioritises the growth and well-being of team members and the communities to which they belong, has been shown to enhance workplace productivity and employee engagement significantly.

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2. Lack of attention and presence

In the digital age, the convenience of emails and texts can sometimes replace the invaluable face-to-face conversations that forge strong connections and understanding. A message sent is not necessarily a message understood, and when leaders choose digital communication over personal interaction, they diminish their influence and the authenticity of their relationships.

Action Point: Make time for your team. Regularly schedule face-to-face interactions with them. This can help build stronger relationships, convey complex ideas more effectively, and foster a collaborative team environment.

3. Not practicing what you preach 

Integrity is the cornerstone of effective leadership. When there’s a disconnect between what leaders say and what they do, it erodes trust—a critical element in any successful organisation. This discrepancy can lead team members to question the leader’s commitment and integrity, undermining the leader’s ability to motivate and inspire.

Action Point: Practice what you preach. Regular self-reflection and seeking feedback from others can help ensure your actions align with your words, reinforcing trust within your team.

READ ALSO: 6 African CEOs Who Were Successful Without a Higher Education

4. Short-Term Thinking

A myopic focus on immediate results can jeopardise long-term success. Leaders who concentrate only on short-term wins may miss out on opportunities to set the foundation for sustained growth and innovation.

Action Point: Implement strategic foresight. Leaders should cultivate the ability to anticipate and prepare for future challenges through practices like scenario planning, which can help identify potential risks and opportunities and develop more robust strategies.

5. Excessive secrecy around company strategy

When strategy is shrouded in secrecy, it can alienate the very people who are meant to execute it. Transparency in strategic planning not only demystifies the direction of the organisation but also empowers employees, making them feel valued and involved in the company’s journey.

Action Point: Foster an inclusive atmosphere where strategies are openly discussed and feedback is actively sought from employees at all levels. This approach can enhance strategic alignment and buy-in, leading to more effective implementation and adaptation.

6. Thinking training is the solution

It’s a common misconception that training is the cure-all for organisational issues. While training is essential for skill and knowledge development, it alone cannot resolve systemic problems that might be rooted in organisational culture or structure. The issues may be deeper than that and it’s your job to do a holistic diagnosis.

Solution: Before defaulting to training as a solution, conduct a thorough analysis to understand the underlying issues. Engage with employees to identify needs that training might not address and consider alternative approaches that could be more effective.

7. Resistance to change

In many parts of Africa, there is a deep-rooted resistance to change due to cultural, social, or economic reasons. This resistance can hinder innovation and adaptability in a fast-evolving global market. 

Action Point: Leadership in Africa, as anywhere else, requires a balance of empathy, strategic thinking, and action. Leaders must be vigilant about their habits, constantly striving to replace bad ones with practices that foster long-term success and positive organizational culture. As we continue to navigate complex business landscapes, the transformation from bad habits to good can set the stage for a legacy of effective and inspirational leadership.