Some Traits of Ineffective Leaders/Managers

Introduction

People who display narcissistic and/or bullying traits are generally ineffective leaders. A narcissist
"...can undertake strategies that are both focused on enhancing their self-image and more defensive activities where they devalue others and are aggressive so they always come out on top..."
Michelle Gibbings, 2022b

Abusive supervision is described as
"...behaviour that belittles, demeans or in any way makes an employee feel devalued..."
Michelle Gibbings, 2022b

Abusive behaviour is toxic and contagious, ie it can have a significant negative impact on others including followers emulating leadership behaviour, ie
"...the best predictor of staff's abusive leadership - the use of threats and intimidation - was the abusive leadership of the designated leader..."
Kelley School of Business as quoted by Michelle Gibbings, 2022b

There is a trickle-down impact, ie
"...when senior leaders treat their direct reports badly, this dysfunction cascades throughout the organisation. Poor leadership just doesn't lead to poor behaviours; it impacts productivity and outcomes..."
Vanderbilt and Cornell Universities as quoted by Michelle Gibbings, 2022b

"...replacing a boss who is in the lower 10% of boss quality with one who is in the upper 10% of boss quality increases a team's total output......the output increases by more than you would get if you added one additional team member to nine-person team..."
US-based National Bureau of Economic Research as quoted by Michelle Gibbings, 2022b

Warning signs of ineffective leaders

i) need to change themselves, ie successful change requires not just change in those around you, you need to change personally, ie
"...it may be nearly impossible for us to bring about any important change in a system or organisation without changing ourselves..."
Robert Kegan & Lisa Lahey as quoted by Michelle Gibbings, 2022b

ii) gap between what is required and what happens, ie ineffective leaders' actions do not support their words and favour the status quo; they need 'to walk the talk', be a positive role model, etc

iii) see themselves as the smartest person in the room, ie many 'successful' organisations' downfalls can be traced to the hubris and arrogance of their senior management; they have a fixed mindset that is not interested in 'authentic' feedback and think they have nothing more to learn. On the other hand, effective leaders realise they don't have all the answers, are continually seeking to push the boundaries, to question, inquire and learn. They alsocreate a safe environment for challenging the status quo.

iv) surround themselves with sycophants, ie people who always agree with them, irrespective of accuracy (they tell them what they want to hear). On the other hand, diversity of opinions and/or probing questions can generate unique perspectives.

v) impose their ideology on their followers, ie
"...Ineffective leaders hold a narrow view of the world. They view the world in black and white, right and wrong and believe themselves morally superior..."
Michelle Gibbings, 2022b

In contrast, good leaders
"...recognise that diversity of thought and inclusive culture is fundamental to creating and an innovative engine to help drive the organisation forward..."
Michelle Gibbings, 2022b

vi) refuse to hire people smarter than themselves, ie while it is important to get the right people into the right roles, some managers can feel
"...uncomfortable hiring people who are smarter than them fear it will show them up in some way..."
Michelle Gibbings, 2022b

Effective leaders look to hire people who complement and enhance everyone's expertise and capabilities.

vii) don't welcome bad news, ie react badly to bad news; have a mindset of  'kill the messenger of bad news'. However, leaders need to be receptive to all feedback; important to have a positive, welcoming response to all news, ie good and bad.

viii) playing favourites, ie treat people differently and unfairly when allocating resources, rewards, credit, promotions, etc; this will create issues. Effective leaders
"...recognise that each person is unique and therefore has different needs. They work to bring out the best in each person and do so in a way in which people feel valued and respected..."
Michelle Gibbings, 2022b

Summary

If you are a leader you need to check that you are not displaying any of the above warning signs.