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5 Signs of Critically Weak Leadership

5 Signs of Critically Weak Leadership

For the duration of a recent dinner with friends, the conversation turned to the difficulty of operating in an organization that lacks robust leadership.  One of my buddies was particularly engaged and exasperated by the conversation.  He remarked that only 1 individual had been honest with him about the essential lack of senior leadership in his present organization although he was hiring into the firm.  This got me thinking about the definitive signs of weak leadership and how one may possibly spot them during an interview.  So here it is, five warning signs of critically weak leadership.

1) Lack of a clear organizational mission, vision or method

Throughout the interview approach, can all of your interviewers speak about the mission and vision of the organization?  If they pull a card out of their wallet, it is not necessarily a bad sign.  Just make certain that they can then tell you how the organization lives up to that mission, and far more importantly how they see themselves and your position living up to it as properly.

two) Micromanagement or Tyrannical Management

While various types of leaders exhibit distinct leadership styles, extreme micromanagement or even worse, tyrannical management styles are warning signs of leadership that is having difficulty defining and then executing against the huge picture. However, this kind of management can become contagious inside organizations as the lack of a clearly defined technique or mission impacts a lot more than just the C-level.  When interviewing, ask individuals to describe their supervisor's leadership style.   If their leader is really corrosive, you may not get a straight answer.  That is a sign, in and of itself.

3) Poor communication

The inability to communicate is usually cited as 1 of the greatest impediments to organizational success.  Successfully sharing ideas, details and inspiration inside an organization is increasingly a mark of even middle of the pack leadership.   Leaders need to not only be useful communicators in their own proper, but they need to also make an environment that values frictionless communication.   Ask your interviewers to describe communication in the organization.  Is information shared freely from the top down?  Do people say that they usually know what they need to have to know, in a timely fashion?  Do they each understand and trust the messages they are obtaining from leadership?  If the answer is no, then maybe there is a dilemma.

four)Lack of conflict or corrosive conflict.

Understanding how an organization deals with conflict will give you a clear sense of the organization's leadership.  And unless you are working in the military under a command and control structure, conflict ought to be an innate and integral part of any profitable team. Leaders that fear conflict tend to make organizations that lack diverse thinking, or worse, they create passive aggressive behaviors on the component of their frustrated personnel.   Ask how the organization offers with differences in opinion.  What is their model for collaboration and consensus?  You want to hear that different voices and opinions are welcome, even though they might produce conflict.  Even far better, if they can report that far better outcomes are reached as a result of recognizing distinct voices you likely have strong leadership in place.

5) Lack of organizational resilience

How does the organization respond to setbacks?  Solid leadership recognizes that alter and challenge are unavoidable parts of running an organization.  Resilient leaders discover methods of turning those events into learning opportunities, and  eventually competitive advantage.   This calls for leadership to do more than react to setbacks.  Leaders must make a culture that utilizes even small challenges as opportunities to grow and thrive. Just inquire about how the organization and its leadership handled its most recent setback.

A couple of additional thoughts.

1st, I didn't bother to contain issues such as unethical behavior on the part of the leadership due to the fact we had been just describing weak leadership, as opposed to illegal or immoral leadership.  Second, even though this might appear like a lot to ask during the interview procedure, keep in mind that the presence of adequate leadership in an organization is a good predictor of extended-term job satisfaction.

Are there any other signs of weak leadership that I really should have included?  Feel free to leave comments and let me know.

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