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3 Common Mistakes You’re Probably Making as a Leader

by Alexandra Sousa 3 months ago in success
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Don't worry, I got your back and have the solutions as well!

1. You don’t give frequent feedback

Without feedback, hardly anyone knows how things are going and whether or not they are meeting professional expectations. As simple as this. Not receiving any feedback takes away the possibility of optimizing tasks and being more efficient and productive due to a lack of knowledge. You can even keep everything the same following the logic that if “nobody said anything to me, it must be okay” but the doubt will remain and may have negative consequences.

2. Do it yourself

Imagine that someone new joins your team. As we know, there is always a learning curve and you will allocate a good percentage of your time to training. But imagine, months later, that same person comes to ask you a question about how to do something. Would it be faster for you to do it? Yes. But as long as you do, that person doesn’t learn for himself and will come back to you when that or another doubt arises again.

3. Avoid conflict at all costs

Have you ever realized that something wasn’t right and “let it go” hoping the problem would go away? Probably, everyone has done this, but often it doesn’t solve anything and can undermine the team’s environment as a whole.

So, let’s convert these 3 points into actions? 😃🥳

1. Schedule frequent feedback sessions

I think by now you may have realized that giving frequent feedback is one of the most important areas in your role as a leader 😊 I’ve mentioned this in several articles around here.

- Schedule recurring feedback sessions;

- Give constructive feedback;

- Ask for feedback about yourself and how you can improve in the future.

Ever since I was little, I’ve heard “it’s when we talk that we understand each other” and it’s still an old maxim. Companies are made of people, customers are people, and managements are people so the more you know about dealing with people, the better. Anyone who doesn’t know how to deal with people is doomed to failure.

2. Delegate

If you don’t delegate, you run two big risks:

1 . You no longer have time for your tasks

2. You don’t make your team autonomous

So start delegating now so you have the opportunity to have more free time and thus dedicate yourself to the tasks you have to do and ensure that you are focused on them so that you can do them well and even identify ways to optimize them.

Ever heard of William Glasser‘s Learning Pyramid? If not, it’s very simple. Basically, William explains in a didactic way, how the brain assimilates information. Passive methods bring fewer results than active and interactive methods. That is, basically doing is more efficient than just listening or reading. Simple as that.

So start delegating and trust your people. Even if it doesn’t go well at first, they will be more engaged with the task and will learn and adjust more quickly on their own.

I hear and I forget.

I see and I remember.

I do and I understand.

— Confucius

3. Learn to deal with conflict

As you can imagine, there are several types of conflicts. There is a latent conflict that is “hidden” but you, as a leader, understand that it exists and you can create preventive actions to prevent it from escalating. In these cases, this is where the “let it go” or “it may not go beyond that” comes in, but it makes it even more important to act soon to prevent it from becoming a snowball. Then there are several levels in the conflicts that are already perceived by the team. Some for just a few elements, others for the whole team, and which can be very uncomfortable. The main factor in any of them is communication.

Facilitate communication between everyone to identify the root of the problem and always act constructively. He prefers to speak of “we” to try to separate them from possible individual attacks and foster a collaborative and empathetic solution.

Try to find solutions that are beneficial to all parties and don’t worry about finding a perfect single solution. It focuses on implementing small improvements that can be iterated and evolved.

Be aware that mediating conflicts is one of the most complex and difficult actions, so don’t aim for utopian solutions that cause even more wear and tear and demotivation. We are all human, therefore, we all fail, and, little by little, we are improving and evolving. With empathy and sensitivity, it is possible to address the most difficult issues.

It creates a safe space and takes small concrete actions, ideally with realistic deadlines that are then analyzed so that it is not a topic that is talked about and forgotten.


I never said that these 3 mistakes were easy to solve 🙃 but being aware that they may be happening, helps to identify faster and act in a more assertive, productive, and evolutionary way 😉

If you have any of these challenges in hand and want to talk a little about possible solutions, leave a comment.


About the author

Alexandra Sousa

Agile Coach, Entrepreneur, Animal Lover, Humanitarian & “Make a World a Better Place” Enthusiast

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