5 Well Intentioned Behaviors That Can Hurt Your Team

In the realm of management, the transition from self-focus to uplifting others stands as paramount. However, even with the noblest intentions, some managers inadvertently impede their teams' progress. This observation has frequented my experiences more than anticipated. It's not always a case of toxic leadership; often, it's the unintended aftermath of a manager's earnest desire to assist.
This article from Harvard Business Review delves into several key points:
1️⃣ Seeking Constant Agreement: Conflict is a natural element within any team dynamic. Yet, some managers, fearing disruption, suppress disagreements. While this tactic may appear to maintain harmony, it can ultimately stifle growth and innovation.
2️⃣ Overprotecting the Team: Shielding teams from company issues may seem protective, but it denies them valuable growth opportunities. Providing honest feedback and transparent coaching is essential for their development.
3️⃣ Getting Results Without Learning: In the pursuit of results, managers often neglect reflection and alignment with purpose. Balancing achievement with learning fosters sustainable success and employee engagement.
4️⃣ Being Too Involved (or Not at All): Micromanagement curtails autonomy, while complete empowerment without guidance can lead to disconnection. Effective leadership hinges on finding the equilibrium between support and autonomy.
5️⃣ Being Everyone's Friend: While camaraderie is vital, blurring the lines between friend and manager can breed confusion and favoritism. Prioritize cultivating a culture of learning and purpose-driven growth.
I highly recommend delving into the full article for deeper insights! Leadership transcends mere goal attainment; it's about empowering others to flourish. By acknowledging these common pitfalls, managers can ensure their endeavors genuinely uplift their teams.