Combating Ineffective Leadership

The plan is in place and the date is on the books. After a few weeks of putting together our content, defining our problem statement, and laying out the case for a decision to be made, we finally have a meeting to move forward with our leadership team.

Until, 15 minutes before the meeting, I see the dreaded "Meeting Cancelation" come in to my email inbox. You have got to be kidding me!

What do they even do all day??

I am sure many of you have had this experience or something similar happen. In working with a number of organizations this is all too common. There are always a few incredible leaders that are respected by their teams and their peers, but those people seem to be fewer and farther between compared to the what seems like the majority of leadership that seem to spend their time avoiding all decision making opportunities.

Combating ineffective or invisible leaders requires a multi-faceted approach that focuses on both individual and organizational levels. Here are some strategies to address the issue:

1. Encourage Feedback and Accountability: Foster a culture of open and constructive feedback where employees feel empowered to provide input on leadership effectiveness. Establish feedback mechanisms, such as anonymous surveys or regular check-ins, to collect honest perspectives. Encourage leaders to embrace feedback and be accountable for their actions.
2. Promote Transparent Communication: Foster transparent communication channels within the organization. Ensure leaders share information, goals, and strategies openly with their teams, allowing for greater visibility into their decision-making processes and actions. Transparent communication helps build trust and mitigates perceptions of invisibility.
3. Set Clear Expectations: Define clear expectations for leaders in terms of their responsibilities, communication, and engagement with their teams. Clarify the role of leaders in supporting and developing their employees, and provide them with the necessary resources and support to fulfill their responsibilities effectively.
4. Encourage Leadership Visibility: Encourage leaders to be visible and engaged with their teams. Encourage regular face-to-face interactions, participation in team meetings, and involvement in collaborative projects. Visible leaders who actively engage with their employees can foster a sense of connection, trust, and accountability.
5. Foster a Culture of Empowerment: Encourage leaders to empower their teams by delegating authority, providing autonomy, and recognizing and leveraging the expertise and skills of their employees. This promotes a sense of ownership and engagement among team members and reduces reliance on ineffective or invisible leaders.
6. Support Succession Planning: Implement succession planning initiatives to identify and develop future leaders within the organization. By identifying and grooming potential leaders, organizations can ensure a pipeline of effective leaders who are visible, engaged, and capable of driving positive change.
7. Lead by Example: Senior leaders within the organization should lead by example, demonstrating effective leadership practices and embodying the values and behaviors expected of all leaders. Their visible commitment to effective leadership can inspire and influence others to follow suit.