{"id":12324,"date":"2021-06-26T10:11:09","date_gmt":"2021-06-26T14:11:09","guid":{"rendered":"https:\/\/ioadvisory.com\/?p=12324"},"modified":"2021-06-26T10:11:43","modified_gmt":"2021-06-26T14:11:43","slug":"leadership-flaws-affect-organization","status":"publish","type":"post","link":"https:\/\/ioadvisory.com\/blog\/leadership-flaws-affect-organization\/","title":{"rendered":"All Leaders Have Flaws. How Are Yours Affecting Your Organization?"},"content":{"rendered":"

\"thought<\/a><\/p>\n

Whether you\u2019re in a leadership role with people who report to you directly, or you\u2019re a \u201cthought leader\u201d because of your subject matter expertise, your role has probably changed quite a bit in recent years – but has executive coaching kept up with the pace of these changes? Workplace culture is more complex than ever because of multiple layers of diversity including age<\/a> diversity,\u00a0neurodiversity<\/a>, plus better awareness of\u00a0mental health<\/a>,\u00a0systemic discrimination<\/a>, and the impact of\u00a0toxic workplaces<\/a>. And now, we can add a new layer of complexity \u2013 leading from home<\/a>.<\/p>\n

\u00a0<\/strong><\/p>\n

Leadership Behaviours Affect Workplace Culture<\/strong><\/p>\n

Most leaders are understandably focused on the bottom line and metrics like output and reaching key milestones. It\u2019s not as simple to measure the important but less quantifiable issues like organizational culture, and how a leader\u2019s own behaviour contributes to it.<\/p>\n

These issues are important and require a leader\u2019s self-awareness. But introspection requires the time and space in which to reflect.<\/p>\n

These are uncertain times, to put it mildly. When we\u2019re uncertain, most of us rely on our default strategies and skills; we lean on our well-practiced systems. \u00a0This is natural and usually it serves us well. Under normal circumstances, these characteristics may even be strengths. However, when we\u2019re under pressure, distracted, worn out and under stress, it\u2019s also natural to display certain counterproductive tendencies.<\/p>\n

\"executive<\/a>Because of what most of us have been going through, we\u2019re experiencing more fatigue, stress, and distraction than usual. During these times of prolonged challenge, our flaws or weaknesses may impede our effectiveness and erode the quality of our relationships with the people who report to us, our colleagues, and our clients. And our workplaces are vulnerable to the impact.<\/p>\n

 <\/p>\n

A Great Turnover Ahead? <\/strong><\/p>\n

There is another layer of complexity. Countless articles and surveys are reporting that workers are ready to quit in search of greener pastures<\/a> if they\u2019re forced back to the office full-time (for another example, read this<\/a> from HR Reporter.com).<\/p>\n

In addition, pre-pandemic, many organizations had employees who felt disconnected from their work because they felt overlooked<\/a>, unwelcome<\/a>, or even\u00a0threatened<\/a>, despite their strong performance. These employees are finding working from home to be easier and even a relief; they\u2019re grateful to be out of the office environment and away from harassment, bullying or discrimination. These employees may be feeling ambivalent about their work and where\/how they fit in. This presents a potentially expensive and disruptive challenge for retaining these employees.<\/p>\n

In these times of rapid and unprecedented change, it\u2019s more important than ever for leaders to be cognizant of their impact on workplace culture. It can be hard to go from attending a webinar or two about diversity, equity, inclusion (DEI), and systemic discrimination to implementing<\/em> what you learned within your organization. No doubt, some of the responsibility lies with the human resources department and possibly the team tasked with implementing DEI initiatives, but as a leader, you\u2019re also accountable for taking action.<\/p>\n

The road from ideas to action and implementation won\u2019t be obvious and straightforward<\/strong>. You and your leadership team may even need additional support and guidance from outside your organization. Training supplemented with ongoing periodic coaching or check-ins<\/strong> can make the process less daunting and more successful.<\/p>\n

\u00a0<\/strong><\/p>\n

What Can You Do, Right Now?<\/strong><\/p>\n

One solution is a leadership assessment. A leadership assessment is a set of psychometric tests that will quantitatively and qualitatively identify your leadership strengths so that you can lean on them as much as possible, and identify the types of interactions and situations where things are likely to go poorly so that you can try to plan around them.<\/p>\n

\"executive<\/a>If you\u2019re like a large segment of the population, you may be re-evaluating<\/a> your work life and wondering about your next step. As a leader, however, you may be running out of rungs on the corporate ladder. If you know that you\u2019re going to need a longer ladder or a new ladder, it may be worth investing in some executive coaching or working with a mentor to identify some options.<\/p>\n

If you\u2019re interested in executive coaching, a leadership assessment<\/a> or becoming a more inclusive leader, please reach out in confidence for a free and confidential initial consultation by\u00a0phone<\/a>,\u00a0email<\/a>,\u00a0or via direct message on\u00a0Twitter<\/a>,\u00a0Facebook<\/a>\u00a0or\u00a0LinkedIn<\/a>.<\/p>\n

 <\/p>\n

More than career coaching,\u00a0it\u2019s career psychology<\/em>\u00ae.<\/p>\n

 <\/p>\n

I\/O Advisory Services<\/a>\u00a0\u2013 Building Resilient Careers and Organizations.\u2122<\/p>\n","protected":false},"excerpt":{"rendered":"

Whether you\u2019re in a leadership role with people who report to you directly, or you\u2019re a \u201cthought leader\u201d because of your subject matter expertise, your role has probably changed quite a bit in recent years – but has executive coaching kept up with the pace of these changes?<\/p>\n","protected":false},"author":3,"featured_media":12332,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[5,7,302,312,314],"tags":[163,49,136,114,331,332,160],"class_list":["post-12324","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog","category-career-advice","category-diversity-inclusion","category-leaders-executives-","category-workplace-culture","tag-diversity","tag-employee-engagement","tag-inclusion","tag-leadership","tag-leadership-assessment","tag-leadership-development","tag-organizational-culture"],"yoast_head":"\nAll Leaders Have Flaws. 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