Having an attitude of "Do as I say", rather than, "Do as We do"
Not giving an obvious objective or course
Focusing on too many things at when
Not taking duty for failure or making a wrong decision
Not saying thank you to people
Not patient about staff and also ignoring their desires, wishes and aspirations
Having an attitude of wanting and not giving
Focusing a lot of on the "detail" and forgetting to spell out "why"
Not producing people feel highly valued and important
Treating jobs as more essential than people
Having no eyesight or understanding of the future trends
Now being conscious of market movement and changes across the industry and instead emphasizing old ideas simply because they worked in the past
Letting people who are not helping or efficient to keep in their jobs
Giving inconsistent direction and confusing people with mixed commands.
Research shows that we now have 4 fundamental areas where a leader may be viewed as inadequate. These are the areas in which get flagged usually by people. When employees feel that some of them are expected to do at a particular standard while other employees usually are not hold to the identical standard, they would feel betrayed.
Upon discovery with this some employees opt to withhold their energy, in order to create the system fairer. Resentment builds and also since this feeling is contagious it can quickly start in order to affect other staff. From the employees' point of view, it is a leader's responsibility to make certain that a common standard is employed throughout the company. Employees are usually quick to observe inconsistent decision producing by their frontrunners, when they say something and take action else. This leads to removal of trust which often leads to insufficient enthusiasm and subsequent decrease in productivity. There is after that build-up of lots of hostility towards management.
When employees see leaders that are slow to help to make decisions or acquire certain critical decisions lightly, they learn to lose faith within the leader. From the employees' point of view, a good leader must manage to "lead" and therefore should be able to make tough choices and stand his ground when necessary rather than suffering from advisers. Poor decision making can simply slow down progress, create office national politics, and reduce ethical.
A good approach is to apply participative management as well as involve employees inside the decision making process in a systematic and constructive way so they really feel they've been heard while additionally making decisive and concluding decision based on all the inputs and the vision of a leader. When the leader decides upon something, he should make a plan to implement it. If employees see that after all the time and effort that was spent in deciding nothing came of it, they will turn out to be disillusioned and might not be as enthusiastic later on.
This can substantially demoralize staff because people start to think that the management is not always as committed while they want them to think. This leads to lack of trust and more reduces productivity. Leadership is an art and it may be mastered by constant practice, observation as well as self-improvement. Learning leadership is about improving a person's emotional intelligence.
You should use a leadership skills training program along with project management to get ready people for this particular role. You can also use Leadership skills training materials or perhaps project management training materials to setup corporate courses about these subjects and also systematically train your staff being better at top others.
For information on these training assets please see below and click these links to know more about Techjobs training in the United States and Canada, Learn Project Management Boot Camp Exam.