Leadership advice often centers around what to do, such as communicating clearly, leading by example and empowering your team. But just as critical to success is knowing what not to do. Missteps create a culture of disengagement. Whether you’re a seasoned executive or an emerging leader, avoiding common pitfalls is key to effective leadership.
Too often, leaders unintentionally sabotage their teams not through malice but through habits they’re not consciously aware of doing. These behaviors—while seemingly small—compound over time. A missed conversation here, a controlling decision there, and suddenly, a once-energized team is frustrated and checked out.
Knowing what not to do helps you lead more consciously. Avoiding the wrong moves are just as powerful—if not more so—than making all the right ones.
Don’t Assume You Know It All—Stay Curious
The moment a leader stops learning, they start falling behind. Assuming you have all the answers creates blind spots and disconnects you from your team’s insights.
Adopt a growth mindset by asking questions. A leader who admits they don’t know everything models humility and encourages continuous organizational improvement.
Questions To Ask Your Team
- “What do you think?” It is a simple but powerful way to show that you value their perspective.
- “Is there a better way to do this?” This encourages innovation and clarifies that efficiency and improvement are a shared responsibility.
- “What are your thoughts on our current strategy?” This question invites feedback and promotes alignment, potentially revealing blind spots in planning.
Questions To Ask Yourself
- “Am I listening more than I’m talking?” Self-check to ensure you’re creating space for others to contribute meaningfully.
- “When did I change my mind last because of new information?” This reflects your ability to adapt and prioritize learning over ego.
- “What am I assuming to be true, and how do I know it is?” This question helps you identify possible biases or gaps in your perspective.
Don’t Neglect The Human Side—Lead With Empathy
In the hustle of hitting KPIs and driving strategy, it’s easy to overlook your team’s emotional pulse; however, people need to feel seen, heard, and valued.
Regularly check in with your team, not just on progress but on how they’re doing. Celebrate birthdays, acknowledge milestones and listen without an agenda. Empathetic leadership builds loyalty.
Empathetic Questions To Ask
- “What’s been weighing on you lately?” It encourages vulnerability and helps you better understand emotional roadblocks.
- “Is there anything I can take off your plate?” This question demonstrates support.
- “What would make work feel more sustainable for you?” It signals long-term care, not just short-term output.
Empathetic Statements To Say
- “I may not have the perfect solution, but I’m here to listen.” This acknowledges your limits while offering presence and support.
- “Take the time you need. We’ve got this.” It promotes a culture of rest and trust without guilt.
- “You’re not alone in this. Let’s figure it out together.” This statement combines empathy with partnership, reinforcing team solidarity.
Don’t Lead With Ego—Lead With Purpose
Leadership driven by ego often results in a toxic culture. Leaders who crave recognition more than results take credit and deflect blame.
Focus on the mission and the people, not personal accolades. Celebrate team wins and own your mistakes. True leaders uplift others and let the spotlight shine beyond themselves.
How Leaders Can Uplift Their Teams
- Celebrate contributions publicly—Call out individual and team wins in meetings and emails. Highlight what they did and why it mattered.
- Advocate for their advancement—Actively support your team’s career goals, whether connecting them to new opportunities, endorsing them for promotions or recommending them for cross-functional projects.
- Lead with “We,” not “Me.”—Use language that emphasizes the collective effort, such as “Our team achieved this milestone.”
Don’t Avoid Difficult Conversations—Face Them Head-On
Avoiding conflict doesn’t make it go away. Leaders who dodge tough conversations about performance or feedback often see issues spiral out of control.
Approach difficult conversations with empathy, clarity and facts. Use “I” statements and focus on behaviors, not personalities. Address problems early and create a culture where feedback is seen as a tool for growth—not punishment.
How Leaders Can Navigate Tough Conversations
- Prepare, don’t script—Go into the conversation with clear objectives and facts, but don’t rehearse a monologue. Tough conversations require genuine dialogue, not a lecture. Be ready to listen as much as you speak.
- Use clear, direct language—Avoid vague language that leaves room for confusion. Be specific about the issue and the expectations moving forward. For example: “When deadlines are missed, it affects the whole team’s workflow.”
- Focus on behaviors, not character—Address what someone did, not who they are. Saying, “You’ve missed three deadlines this month,” is far more effective than “You’re unreliable.” The former creates space for change, while the latter puts someone on the defensive.
- Invite their perspective—Ask open-ended questions like, “How do you see the situation?” or “Is there something going on that I might not be aware of?” This shows respect and uncovers root issues you might not have known.
- Follow up—Revisit the conversation in the weeks that follow. Offer support, track progress and acknowledge improvement. This reinforces that the goal wasn’t criticism; it was growth.
Great leadership isn’t just about what you do but also about what you choose not to do. It is an ongoing journey of intention.