Avoidable Characteristics of Executive Talent
Knowing what characteristics make for exceptional leadership is key, but it’s just as critical to know which ones to avoid. Your existing or prospective executive is unlikely to successfully expand your company if they exhibit any of the following traits.
Read More: Arif Bhalwani
Communication that is unclear or nonexistent
Leaders set the course for the whole organization, and they must communicate with all employees to let them know what they need to accomplish and how to get there. Teams that are dispersed and lack cohesiveness, general unhappiness brought on by misunderstandings, and other preventable problems can result from unclear communication.
Here are a few instances of executive leadership’s ambiguous communication:
No due dates. How is anybody meant to plan deliverables and establish goals if an executive sets a goal for the organization without providing a timeline? Great leaders know how important it is to create attainable, unambiguous deadlines to keep people on track.
unclear delegation. It is never appropriate for a senior leadership team to casually give a task or convey new work to someone. The most effective leaders provide precise directions at a well-organized meeting or in an extensive email, as opposed to when you’re leaving or heading to another meeting.
Silence on the radio. Executive leaders are generally always busy, but it doesn’t justify being unresponsive. Leaders are responsible for directing the whole organization, thus they must act quickly to address any queries, worries, or other unresolved matters.
Unable to Adapt or Change
Do you recall Blockbuster? You are undoubtedly aware of Netflix, even if you are not. When Netflix was first established in 1997, it was a DVD rental business similar to Blockbuster. However, because Blockbuster had monopolized the market, Netflix was never going to be able to surpass it.
At its height in 2004, Blockbuster was valued at $5 billion. The leadership of Blockbuster, however, was blind to the future and did not grasp the potential of streaming. Conversely, Reed Hastings of Netflix is distinguished, at least in part, by his capacity to adjust to emerging market trends. Netflix started streaming videos in 2007 and finally forced Blockbuster to file for bankruptcy.
One noteworthy conclusion drawn from this incident is that leaders who do not adjust will fail. It’s not always simple to adapt. Executives must be at ease with the fact that there will frequently be dissent. They could even lose some team members if they choose to proceed despite carefully considering opposing viewpoints.
Unresponsive To Provide Input
Not even the most successful leaders are flawless. Recognizing your shortcomings is a must for executive leadership, and the only way to identify these blind spots and make improvements is via feedback.
A culture that is intolerant of criticism is typically created by executive leaders who are not open to receiving it. The entire organization suffers as a result of this cascading impact. Seek out a leader that values criticism, opposing viewpoints, and open communication at all levels.
Lack of Integrity
“I’ll do whatever it takes to succeed!” is a statement that many leaders take great satisfaction in, yet it can backfire if overdone.
At the age of 19, Elizabeth Holmes left school to start Theranos, a medical technology business that promised to be able to screen for a variety of illnesses with just a finger prick. She rose to fame in Silicon Valley, and Theranos was eventually valued at $9 billion.
Is it too wonderful to be true? Yes, it was. Following their crash and fire, Holmes and Theranos were charged with federal fraud. Almost every moral guideline was broken by her.
Holmes originally came seen as a powerful leader, but his lack of character eventually did far more harm than good. Verify that your senior leadership respects honesty and won’t take short cuts to get money.
Self-Servant
The terms “we” and “us” are more important to leaders than “my” and “me.” Although self-improvement is perfectly acceptable, leaders shouldn’t prioritize their own demands over those of the organization. In the end, executive leadership entails expanding the company.
Well, servant is the antithesis of self-servant. Many people in the C-suite use the term “servant leadership” to characterize their leadership style, which prioritizes the needs of others before their own.
Many of the ideal leadership qualities we covered in this essay may be viewed as being a part of servant leadership. These are leaders that encourage their team, think positively, take responsibility for their actions, stay focused on the goal, and acknowledge and applaud others’ accomplishments.
Knowing what characteristics make for exceptional leadership is key, but it’s just as critical to know which ones to avoid. Your existing or prospective executive is unlikely to successfully expand your company if they exhibit any of the following traits. Read More: Arif Bhalwani Communication that is unclear or nonexistent Leaders set the course for…