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Think of a time you worked with a leader who didn’t quite get it right.

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Think of a time you worked with a leader who didn’t quite get it right.

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What were they doing — or not doing?

What actions or habits can damage trust or credibility?

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Think of a time you worked with a leader you truly admired.

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Think of a time you worked with a leader you truly admired.

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What qualities or behaviours made them stand out?

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Learning the Power of Vulnerability in Leadership | Angela Matthes | TEDxHWZ

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When a manager wants to be involved in everything that you're doing. Even down to meetings etc. rather than allowing you to have some autonomy

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Try to frame and position update who then either contradict or just reframe what you've already said

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Although autonomy is good it is also good to feed supported and get the direction on where you need to go

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Transparency

Integrity

Vision

Humbleness

Leading by example

Reliability

When to teach / mentor / coach

When to lead when to direct

Empathy / Emotional Intelligence

Outcome focussed

The art of delegation

Motivational / inspirational

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Over zealous on company rules/regulations

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Over zealous on company rules/regulations

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Not being flexible on peoples attendance/ whereabouts etc.

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Cannot trust them as they'll drop you in it when the crap hits the fan. Won't take responsibility for the teams work

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Leader who does not trust will not delegate work or keep questioning work, not allowing teams to estimate, or seek advice from junior members.

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They don't understand what they team does and when stats are delivered they are unable to comprehend them and see the context to make desisions.

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Only promote their own ideas or take credit for others.

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Someone that is honest and trusting

Leads by example

someone that is approachable

is accountable

taking responsibility for their actions and encouraging others

someone that is good at mentoring and cares about their staff and will help them grow within their career

being able to listen to people and care about them

takes other peoples opinions on board

thought provoking in a good way

inspiring

someone that is able to make tough decision at the right times

being able to help other through various changes and understand your team

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When a company goes through rounds of redundancies a bad leader will erode morally.

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Group 2

Someone who de-motivates team

Who doesn't see the big picture and doesn't drive team forward

Not good at communicating

Someone who doesn't lead by example

Avoid decision making & not taking ownership

Can't handle stress and stressful situations

Someone who doesn't give constructive feedback or credit to individuals that deserve it

Difficult to work with & hard to build rappot with

Micro managing (lack of trust) - give no autonomy to team members

Poor time management & blaming team when things go wrong

Someone who is not willing to participate or gets things going/work done

Someone who lacks a backbone and doesn't want to stand up for team - avoids accountability

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·       Anticipate reactions

·       Transparency

·       Honesty

·       Empathy

·       Approachable

·       Desire to do the role

·       Good listeners

·       Understanding DRs personally

·       Pro-activeness

·       Giving recognition

·       Motivating – energise a group around a common goal

·       Encourage self-development

·       Assertive

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Leaders do not work in a set of 1 on 1 relationships. Teams must work together and there can be friction there. Bad leaders fail to prevent this, or fail to resolve this, or worst, contribute to this.

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Support related to matters such as sickness, leave, expenses et al should not need to be looked up at point of inquiry or difficulty. Bad leaders do not familiarise themselves sufficiently with standard procedures.

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Good Leaders:

-Listening

-Understanding / Empathy

-Good people skills

-Pushes individuals to "go further". Past comfort zone to be challenging but not overwhelming

-Transparency

-Fairness

-Honesty

-Firmness

-Affable

-Clear communicator / less word salad

- Reliable

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Autonomy to team members.

Encourage the team.

Provide help and support at the right time.

Providing feedback good and bad.

Not being afraid to give bad news.

Trustworthy/ someone who you want to put your trust in.

Recognises achievements/efforts.

Clarity of purpose and communications.

Being consistent.

Being reliable.

Good listener. Not just one way comms.

Recognising individuality.

Good at building personal relationships.

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1) Always busy and don't pay attention to team needs

2) Without knowing the personal circumstances , some leaders put more work load or assign more tasks

3) Micro Management/Lack of trust

4) Manager with no vision - no clarity on the future tasks

5) Poor communication

6) No appreciation individual /team

7) when something goes wrong - its pointed to individuals

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Managers who do not share knowledge with the team as they fear their position would be under threat if everyone knows everything.

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A manager with a lack of trust, who doesn't ask questions before asking why something hasn't been delivered or changed.

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Micromanagement from a manager, who keeps getting involved beyond their remit and seeks to control how you work.

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Bad listening skills, a manager who doesn't listen to the team and respond.

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Favouritism - Favouring team members and treating people differently

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Resistance to change - A manager who isn't able to change or respond to the opinions of their team.

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1. Lack of understand of team, skills or who they are as a person

2. Not shielding team from external influences and pressures

3. Autocratic and not taking everyone's view

4. Lack of consistency

5. Not walking the talking

6. Poor communication - lack of transparency

7. Indecisive

8. Assigning work without understanding the nature of it

9. Not sharing the reasoning / insight behind a task

10. No rewards or thank you / acknowledgement of good work

11. Lack of integrity

12. Lack of clear vision and direction

13. Not being able to manage upwards

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Not giving credit and appreciating the team when things go well, and the team delivers.

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Points:

Someone who takes the time to understand individual's needs.

Continuous/constant effective communication

Adaptability - Ability to learn from setbacks and continuously improve as a leader

Reliability/Consistency

Acknowledgement of hard-work.

Be the example (Role Model).

Balance of Responsibility - Take ownership of failures and pass on credit.

Trust, Fairness

Strategic Vision - Purpose, Direction, Path Forward

Questions:

Line Manager VS Team Leader?

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What Is Radical Candor? Meaning & Examples | Radical Candor

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Radical Candor® is what happens when you show someone that you Care Personally while you Challenge Directly, without being aggressive or insincere.