It’s no secret that communication plays a vital role in successful business leadership. Some of the basic failures in that communication often come in three categories. Each of them however have remedies that can be easily implemented to keep your teams on track.
Whether you’re a small business owner or leading a team for someone else, you probably wear many different hats. If you’re responsible for administrative tasks that are at best tangential to your role, they can quickly get sidelines for more important tasks. Over time, these administrative responsibilities can mount into much bigger problems if ignored.
For example, if you are responsible for overseeing certain financial aspects of your business, delaying smaller tasks can add up to wasteful spending Learn to delegate, make sure you’ve got outside professionals ready to back up these smaller tasks before they add up, or implement appropriate software to help you stay on task and avoid bigger issues later.
Neglecting or delaying legal necessities can also cause much bigger problems later. If your company needs to finalize or update business registrations for instance, make sure that task isn’t being neglected because it hasn’t been specifically assigned. Make sure these more minor tasks are assigned clearly and a chain of command established in case bigger issues arise.
(You can read more about the process here and decide if it’s a task you want to take on yourself or leave to a professional team).
Failure to Grow
Whatever your industry expertise, there’s always room to keep growing and improving. Businesses that grow work to stay ahead of the curve, learning and adapting to changes in customers, in their industries, and expanding their own skills.
Top down leaders can stifle innovation. Leaders who remain flexible and open to new ideas and approaches keep their own skills fresh and inspire those around them to do the same. Staying open to new ideas and input from others helps leaders grow and change as their industries do. The best leaders remain coachable and open to superiors as well as those who report to you. Sometimes the freshest outlook comes from those least entrenched in how things have always been done before.
Coasting out of Commitment
It can happen for any number of reasons. No one will perform at their best 100% of the time. If you feel stuck or disconnected, you’re not showing your team or your customers your best self. The first step is to recognize the lack of passion you’re bringing to the task and figure out how to get some fire back.
Maybe it’s time you brought in some outside help to address problems within your organization like an executive leadership coach or a communications coach .Maybe it’s time to start internal conversations at various levels about what could be done differently. If you’ve noticed some “coasting”, chances are others have as well. A staff retreat or industry conference might fire up creative juices again Don’t hesitate to look for inspiration all around you.
Insufficient Emotional Intelligence
It’s exhausting to fire up staff and thus yourself if those around you fail to see al problem or be able to communicate about it if one is recognized. If you suspect some of your organization’s communication problems might be due to a lack of emotional intelligence, you might be surprised to know people at every executive level can learn to enhance these skills. Look out for these signs there may be a problem:
- You are frequently surprised at the emotions expressed by those whom you deal with .
- You or others complain the communications you witness are insensitive..
- There’s a general lack of responsibility taken for the reactions of others..
- Emotional situations are a difficult issue at the workplace
- There seems to be a lack of healthy work relationships and clear respect
- There are frequent disagreements at work that lead to unresolved issues.
Rest assured, the very common pitfalls of leadership can be resolved with attention to how to display your best self. Every executive can learn to be the kind of leader they aspire to be by being open to change and resetting how they want to display that leadership to others.