Five Worst No-No’s | Leading With Kindness

Five Worst No-No’s [against Effective Leadership]
Monday, August 11th, 2008 at 3:48 pm

Entirely too many former co-workers still existing in environment that oozes one (or more) of these deadly workplace sins:

5. Micromanage
If you’ve done your homework and hired the right people, there should be no need to micromanage them. Give them direction, set challenging but realistic goals and keep them well motivated. By telling employees exactly what to do you destroy any motivation they might have to think for themselves and make valuable contributions.

4. Fail to Follow Through
Setting directions and providing goals are primary tools of a great leader, but if you don’t follow through, employees quickly learn to ignore what you have to say. Provide a few simple clearly communicated directions and then return to the subject within a reasonable period of time. Employees will quickly learn that you mean what you say.

3. Keep Secrets
Be as open and honest as possible with your employees. Poor leaders often use secrecy as a way to wield power. However, the less employees know the less able they are to act effectively. In addition, secrecy creates resentment and fosters gossip within the ranks. Google maintains an intranet that has information on all company strategies and current projects. The risk of secrets leaking out is less than productivity gained be everyone working together.

2. Play Favorites
Employees need an even playing field. They need to feel that if they work hard and excel at what they do they will be able to rise up in the ranks. Too often family ties or friendships bias leaders. Employees begin to spend more time and thought currying favor. Both those being favored and those out of favor will be less motivated to work hard. And remember, a perception of favoritism is almost as bad as favoritism itself.

1. Deceive Employees
One small lie can have profound effects within an organization. Once employees believe a leader is willing to lie, they have no basis to distinguish fact from fiction. And it often doesn’t matter who the lie is directed towards. Often leaders will lie to clients or authorities and keep employees as co-conspirators. But if leaders are willing to lie to clients, employees realize these same leaders are probably willing to lie to them in other circumstances

Full article at


About KappaDiva
Learning Leader Tech Ed Advocate Empassioned Educator Perpetual Student Professional Learner Chief Learning Officer Tonya is a learning leader, instructional design, performance support and multimedia communications professional, with nearly 20 years of experience in healthcare, information systems, instructional design and training, web and creative design, internal and external marketing, PR and communications, social media, service excellence, leadership development and non-profit operations management. She is currently Director, Staff Learning & Development, Teach For America; President, A2ATD; principal and Chief Learning Officer of Kappa Beta Technology & Instruction; grad student at The University of Michigan; and author of the Learning Leader Blog (,) an emerging technologies resource for 21st century educators. She current is living in Macomb County, MI, with her cat and several Mac and iOS devices.

Leave a Reply

Fill in your details below or click an icon to log in: Logo

You are commenting using your account. Log Out /  Change )

Google+ photo

You are commenting using your Google+ account. Log Out /  Change )

Twitter picture

You are commenting using your Twitter account. Log Out /  Change )

Facebook photo

You are commenting using your Facebook account. Log Out /  Change )


Connecting to %s

%d bloggers like this: