How To Identify Poor Leadership Programs
Whenever we think of leadership, we turn to the internet to learn more about it. There seems to be an actual deficit in good leadership and a large surplus of poor and pathetic leadership in many businesses today. One can easily find example after example of poor and miserable leadership and the resulting impacts on employees, in particular, and the health of the business. So what are these poor and pathetic styles of leadership?
NON-VISIONARY. This style lacks a focused and defined vision for the business.
UNETHICAL. This style has a total lack of commitment to high ethical standards and high standards of personal conduct.
INFLEXIBLE. This style exhibits an unwillingness to adapt to change.
DISHONEST. This style lacks honesty and includes being prone to lying, cheating, and/or stealing.
SELF-CENTERED. This style has the character of an egotist, someone who will always put themselves above any other interest of the company and/or employees.
INCOMPETENT. This style has someone with a lack of experience, skill and/or training to be a leader.
LOOSE CANON. This style has someone with lack of self-control and discipline.
UNCARING. This style ignores or disregards the needs, wants, and desires of others, especially employees.
ISOLATIONIST. This style minimizes or disregards the needs and well-being of anyone outside the group or employees whom they have direct responsibility.
SABOTEUR. This style includes deliberate actions to disrupt, prevent, or in some way cause to fail or falter the implementation of new ideas and changes or something the leader opposes doing.
What are some of the impacts of these poor and pathetic leadership styles? A 2005 survey by Price Waterhouse Coopers found U.S. companies spent an average of 48 days and $3,270 filling a vacancy. Another nationwide survey showed 67% of working adults are actually looking for another job, and another 34% plan to change employers within the next three years. The American Institute of Certified Accountants found 83% of their member firms cited the inability to retain employees as a factor in their ability to grow their business. And another survey found that 85% of managers believed employees leave because of pay or better opportunities. On the other hand, 80% of employees said it was poor management practices or toxic cultures as the reason for their leaving. There seems to be a big disconnect on this one.
This challenges you to have zero tolerance for any of these poor and pathetic leadership styles in your business or organization.