3 Signs You're a Bad Leader — and How to Fix It Before It's Too Late, According to a Leadership Expert Deborah Rubin, Psy.D., senior partner and head of board and CEO services at RHR International, explains this all-too-common problem.
By Amanda Breen
Key Takeaways
- Twenty percent of U.S. workers say their bosses are fair/poor to work for, per the Pew Research Center.
- Here's how to determine if your leadership style needs some fine-tuning.
Nobody sets out to be a bad leader, but the fact remains that 20% of U.S. workers say their bosses are fair/poor to work for, according to a survey from the Pew Research Center.
Frequently, an ineffective leader is mercurial, micromanages and/or struggles to listen, adapt or foster real connections, Deborah Rubin, Psy.D., senior partner and head of board and CEO services at RHR International, tells Entrepreneur.
Image Credit: Courtesy of RHR International. Deborah Rubin.
Related: Who's Responsible for a Toxic Workplace? If You Do Any of These 3 Things, Look in the Mirror.
It might be easy to look at that list and think, Not me. But what if it is? Fortunately, a few clues can help determine if your leadership has room for improvement, Rubin says.
First, pay attention to any infighting within the organization — because it might directly result from your own inaction as a leader. "When top leaders dodge issues, they create escalating conflicts lower in the organization," Rubin says.
Although turnover may be on the rise, with 33% of U.S. hiring managers anticipating an increase in 2024, don't write it off as an inevitability before considering your leadership's role. "In the absence of great leaders, the best talent will find their way to competitors," Rubin explains.
Finally, obsequious and silent employees can also be a symptom of poor leadership. "If all you hear is either silence or accolades and yeses, something is seriously off," Rubin warns. "Constructive conflict and challenge are good signs."
The good news is that even if you suspect your leadership isn't up to par, being open to change can get you back on track.
"Embrace the need to continue to evolve and grow as a leader," Rubin says. "If you are successful, you have helped to propel your organization to a new level of the proverbial video game. Ironically, this also means that the rules change, and the game gets harder. Model a learning ethos and expect the same of your leaders."
