Having a mindset of "Do as I say", rather than, "Do as My partner and I do"
Not giving an obvious objective or path
Focusing on a lot of things at when
Not taking obligation for failure or building a wrong decision
Not saying thank you to people
Not patient about staff and ignoring their desires, wishes and dreams
Having a mindset of wanting and not giving
Focusing a lot of on the "detail" and forgetting to explain "why"
Not producing people feel valued and important
Treating jobs as more essential than people
Having no eyesight or understanding of the future trends
Now knowing market movement and changes over the industry and instead emphasizing old ideas because they worked in the past
Letting people who're not helping or efficient to keep in their jobs
Giving inconsistent path and confusing people with mixed commands.
Research shows that there are 4 fundamental areas the place where a leader may be seen as inadequate. They are the areas in which get flagged most often by people. When employees feel that a number of them are expected to execute at a certain standard while other employees usually are not hold to the same standard, they would feel betrayed. Upon discovery with this some employees choose to withhold their energy, in order to make the system fairer. Resentment builds as well as since this sensation is contagious it may quickly start in order to affect other staff.
From the employees' point of view, it is a leader's responsibility to ensure that a common standard can be used throughout the company. Employees are usually quick to see inconsistent decision making by their management, when they state something and take action else. This leads to removal of trust which often leads to lack of enthusiasm and subsequent reduction in productivity. There is next build-up of a lot of hostility towards supervision. When employees see leaders who're slow to help to make decisions or consider certain critical choices lightly, they start to lose faith within the leader.
From the employees' perspective, a good leader must be able to "lead" and therefore should be able to make tough selections and stand their ground when essential rather than being affected by advisers. Poor decision making can simply slow down development, create office national politics, and reduce meaning. A good approach is by using participative management as well as involve employees within the decision making process inside a systematic and constructive way so they feel they've been heard while also making decisive and concluding decision based on every one of the inputs and the vision of your leader. When a leader decides upon something, he should do something to implement this.
If employees observe that after all the time and effort that was spent in deciding nothing came of it, they will become disillusioned and might not be as enthusiastic later on. This can considerably demoralize staff because people begin to think that the management just isn't always as committed because they want them to trust. This leads to insufficient trust and further reduces productivity.
Leadership is an art and craft and it could be mastered by continual practice, observation and also 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 prepare people for this role. You can also use Leadership expertise training materials or even project management training materials to create corporate courses upon these subjects as well as systematically train your staff to get better at top others.
For precisely these training assets please see under and click these links to know more about Techjobs training in the United States and Canada, Get PMP Training and PMP Online Training.