6 Well-Meaning Behaviors That Can Inadvertently Harm Your Team

GCG Leadership Development Team

Leadership entails various challenges, and well-meaning leaders strive to empower and support their employees. However, even with the best intentions, some behaviors may unintentionally impede a team’s progress. Drawing on the insights of other leaders, Global Coach Group explores six well-meaning actions that can unknowingly hinder your team. We also discuss steps to rectify them, fostering a healthier and empowering work environment.

1. Unintentionally Suppressing Conflicting Views:

Well-meaning leaders may prioritize maintaining a harmonious work environment, inadvertently suppressing conflict and diverse viewpoints. Although team cohesion is vital, welcoming different perspectives and healthy disagreements can stimulate innovation and growth. Encourage open dialogues and foster active listening to create an environment that celebrates individual contributions.

To further promote diverse opinions and open communication, provide ample opportunities for team members to share their ideas. Host brainstorming sessions, organize workshops, and engage in open debates. By actively seeking input from your team, you may uncover innovative solutions and foster a more inclusive and productive work environment.

2. Over-shielding Your Team:

Leaders may attempt to protect their team from interdepartmental issues, but doing so could limit the team’s growth. Striking the right balance between shielding the team from unnecessary strife and helping them navigate workplace challenges is crucial. By providing honest feedback and allowing your team to learn from their experiences, you can empower them to better handle conflicts.

To help your team navigate interdepartmental challenges more effectively, foster cross-departmental collaboration. Encourage team members to work closely with colleagues from other departments on joint projects, participate in organization-wide initiatives, and attend interdepartmental meetings. Building essential relationships across the organization will promote a stronger and more connected organization-wide network.

3. Bypassing Opportunities for Learning:

The fast-paced world of business may lead some leaders to focus on results rather than reflection and learning. However, being results-oriented without addressing the learning process may impact team stability and demotivate employees. Allocate time for reflection and discussing goals, integrating them into routine meetings and one-on-ones. This will create a shared understanding and foster a sense of ownership and pride in your team’s outcomes.

To further emphasize learning and growth, create opportunities for professional development. Offer training programs, workshops, and seminars that help your employees gain new skills and expand their knowledge. Encourage them to share their learning experiences with the rest of the team, capitalizing on collective growth. By celebrating learning and development, you can motivate your team members to push their own boundaries and take on new challenges.

4. Micromanaging or Absentee Leadership:

Striking the right balance between involvement and delegation of tasks is essential. Micromanaging can stifle creativity and lower morale, while an entirely hands-off approach may leave employees feeling unsupported. Clearly communicate expectations, delegate tasks, and step back to let team members work autonomously. However, remain readily available for guidance and support when needed.

Establishing a feedback loop is an effective way of opening lines of communication while avoiding micromanagement. Schedule regular check-ins for updates and encourage your team to reach out if they need support, guidance, or resources. Adopting this approach allows you to monitor progress, provide assistance when required, and maintain the ideal level of involvement in your team’s work.

5. Imposing Personal Values on Team Dynamics:

Leaders may unwittingly project their values and preferences onto their team, assuming everyone shares the same perspectives. This behavior can create a stifling work environment where diverse perspectives are not appreciated. Recognizing and celebrating differences within your team allows you to leverage these unique strengths and build a strong cohesive group that can motivate and learn from one another.

Initiate team-building activities or workshops focused on fostering inclusivity, understanding, and open-mindedness. These events can help team members build deeper connections and understand one another’s strengths and values better. By acknowledging and appreciating your team’s diversity, you can create a balanced work environment that truly aligns with your organization’s goals and values.

6. Neglecting Interpersonal Connections:

Leaders may underestimate the importance of establishing genuine connections with their employees to maintain professional boundaries. However, deepening your relationships with your team fosters engagement and mutual understanding. Sharing personal insights and creating avenues for open communication can lead to stronger connections and foster a positive work culture.

Organize regular team social events and encourage team members to share their experiences and personal milestones. Providing opportunities for your employees to build closer relationships with one another strengthens team dynamics and promotes mutual understanding. Make an effort to engage in conversations, not just related to work, but also about employees’ personal lives to demonstrate genuine interest in their growth and well-being.

In Summary

Being a benevolent leader is commendable, but ensuring that your behaviour benefits your team necessitates continual self-assessment and reflection. By being mindful of potential pitfalls and working to foster a supportive environment, you can empower your employees and guide them towards success. Embracing open communication, learning from experiences, and building a healthy and empowering work environment is essential for your team’s sustained growth.

For leaders who want to become coaches or coaches looking to enhance their leadership coaching skills, Global Coaching Group (GCG) provides a comprehensive leadership coaching certification program. GCG’s internationally acclaimed coaching tools and resources can help you improve your coaching proficiency and empower you to guide others through their imposter syndrome battles more effectively. By pursuing a GCG certification, you can join a prestigious global network of over 4,000 leadership coaches who can support you throughout your journey.


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