Now a days leaders, the way they work with the teams has a big impact on their productivity, trust and success. Many of us fall into habits that seem useful but can actually hold the team back. With the passage of time and experience I have learned that leading a team is not just about making decisions or the loudest voice in the room. It is about forming a team or environment where people are valued, heard and empowered to perform at their best. In this blog, I will share ten leadership habits that can destroy team culture, and how to avoid them and follow better approaches for long-term success.
1. Speaking First
For leaders, it is easy to jump into discussions by being the first to speak and suggest solutions. However, this action can discourage team members from sharing their ideas. The better approach would be to ask questions like “What do you think?” from the team, give the chance to others the opportunity to contribute. This way the team gets confidence and encouraged in taking the lead in discussions and sometimes leading to innovative solutions that you might have overlooked.
2. Measuring Time Equals Productivity
Working long hours does not guarantee fruitful outcomes. Rewarding a “first in, last out” mindset can lead to burnout. Instead, leaders have to focus on celebrating results and impact rather than time spent. Appreciate team achievements publicly, distinguish between key accomplishments and smaller efforts, and measure productivity by the value created. This will create a healthy environment for employees where they are motivated to work smarter, not longer.
3. Avoiding Difficult Feedback
Sometimes, giving feedback is very difficult, especially when it is important. However, delaying or softening feedback can make issues worse. Providing immediate, clear and constructive feedback encourages trust and continuous improvement. Initiate by asking questions to better understand the situation, and encourage a two-way feedback culture. Over time, this practice strengthens relationships and promotes faster development.
4. Trying to Solve Every Problem
One very common leadership problem is to trying to solve every problem by yourself. It may feel productive but it limits your team growth. Rather than tackling every problem teach your team how to solve and prioritize. Encourage team members to tackle challenges independently. This empowers the team, reduces risk and enhance their critical thinking abilities.
5. Wanting to Be Liked
Sometimes it is very hard for a leader to take tough decisions and the reason for this is the desire to be liked. On the contrary avoiding these decisions can impact team performance in the long run. To overcome this problem a leader need to clarify team’s operating principles, encourage open debates when required and prioritize doing what is right over what is easy. By being authentic and making hard decisions for the betterment of an organization, you will build respect and trust even if you don’t always win popularity.
6. Always Being Available
Being constantly available might seem like good leadership but it often leads to distractions and exhaustion. Set clear boundaries to protect work time for example off-hours response disclaimers and focusing on one-on-one meetings that are very fruitful. This approach promotes focus, better thinking and healthier work habits.
7. Keeping Information Closed
Keeping information to a need-to-know basis can affect trust within a team. Instead, adopt transparency by sharing updates and providing meeting agendas and materials the time the meeting is scheduled. This not only builds trust but also enable better decision making and increases an ownership mindset in the team.
8. Rewarding the Loudest Voices
Confidence is not always competence. Rewarding only the loudest voices can ignore the contributions of the team members who are quieter. Create opportunities or give chances for introverts to share their ideas, create a “RED TEAM” to challenge decisions and try to speak last in the discussions to encourage various perspectives. This approach results in stronger and more balanced solutions.
9. Taking the Credit
Great leaders don’t take the credit for their team success rather they recognize the team for their success. Acknowledge team wins, highlight individual contributions and build your profile as a talent developer. This creates a culture of collaboration, motivation in team and strengthens the mutual trust.
10. Focusing on Work Over People
Prioritizing deadlines and deliverables over team health can lead to exhaustion and dissatisfaction. Instead, add retrospectives to reflect on what went well and what did not, add time for personal development in project estimates and allow cool downtime after intense sprints. Supporting your team in this way results in higher retention, stronger skills and success.
Leadership is about growth both yours and your team. By stop following old habits and adopting new, better practices, you can create a team culture where everyone feels valued and motivated to succeed. Remember, the best leaders are not those who do everything themselves but those empower their teams to achieve great things together. Which mentioned habits feel the most relatable or meaningful to you? Start making changes today and see the difference it brings to your leadership journey.