Three Things People Hate to See in Senior Leaders

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Three Things People Hate to See in Senior Leaders

Let’s talk about something crucial in leadership: the things that can make team members cringe when they see them in their senior leaders. It’s a bit of a reality check, but recognising these pain points can actually lead to a stronger, more engaged team and a healthier company culture. 🌟

1. Indifference:

Ever had a leader who seemed like they were on another planet, completely disconnected from the team? It’s like talking to a brick wall. Indifference can be a major trust killer. People want to know that their efforts, achievements, and challenges matter.

Imagine a leader who never acknowledges your hard work or takes a moment to celebrate your achievements. Picture this: a teammate faces a roadblock and reaches out for help, only to be met with silence. Ouch, right? When leaders act like they’re too busy or too important to engage, it chips away at trust and team spirit.

2. Insensitivity:

Let me share a story from my own experience. Picture a town hall meeting, where the air was already heavy with the news of a hire freeze. People who were in the midst of interview processes for promotions were told, “Everything’s on hold; we don’t know when things will move again.” Hopes were put on ice, dreams deferred.

Then, in that same meeting, a senior leader cracked a joke about how they should implement the freeze more often. Can you feel the cringe? It’s one thing to address the necessity of the move, but turning it into a punchline? That’s pure insensitivity. In a time of uncertainty, leaders should be beacons of support, not sources of added frustration.

3. Poor Communication:

Change is inevitable, but surprise changes from left field? That’s a recipe for frustration. When senior leaders don’t communicate the basics—what, where, why, who, when, and how—it’s like navigating a maze with no map. And it’s even worse when you receive the news at the eleventh hour.

Think about it: when leaders fail to keep their teams informed, they’re basically saying, “You’re not important enough to know what’s going on.” It’s a recipe for disconnection and discontent.

In Conclusion:

Look, none of us are perfect. We all stumble and make mistakes. But when it comes to leadership, a little empathy goes a long way. By understanding what irks your team, you can work towards better behaviors and processes that tip the scales in favor of what people actually like about senior leaders.

So here’s the challenge: let’s be the leaders who show up, who empathize, who communicate transparently.

Let’s be the leaders our teams need, not just the ones who hold the titles. By addressing indifference, insensitivity, and poor communication, we can transform the way our teams see us and create a culture that thrives on trust and collaboration.


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