What is a good leader ? If referring to the definitions collected from many famous books such as “Leaders Eat Last” by Simon Sinek, “The 7 Habits of Highly Effective People” by Stephen R. Covey, “Leadership and Self-Deception” by The Arbinger Institute, “Leadership in War” by Andrew Roberts and others, it can be concluded that….
A good leader is someone who cares about the well-being and success of the team, fosters trust in working together, and is emotionally intelligent, demonstrates strategic thinking, and demonstrates adaptability and resilience in the face of challenges. He or she acts as an inspirational role model and motivates the team.
In addition, a good leader must be a good communicator, listen, understand and communicate effectively, persuade the team well, and must be able to openly handle conflicts in the team, support and create a good work culture, create a positive work environment, encourage their team to develop themselves and grow along with the organization.
As you can see, being a good leader or boss is not easy. Therefore, it is not strange or difficult to find a good leader or boss who has these qualities.
What are the problems and challenges that make being a good leader or boss difficult?
What causes many people, when given the opportunity to become leaders or bosses, to fail is because they do not have enough ability or lack the necessary skills to deal with the problems they face. Here are 10 important issues that most leaders or bosses are having problems with.
1. Communication Problems: Ineffective communication by a boss can lead to misunderstandings, reduced morale, and reduced employee performance. We see this in many organizations where many bosses use the wrong communication style, such as focusing on giving orders and not listening.
2. Problems with team motivation and engagement: Keeping teams motivated and engaged is a challenge in many organizations, especially during times of change or uncertainty. So if a leader cannot motivate or engage their team, it can be difficult to get them to accept and navigate change.
3. Conflict Problems: Conflicts between team members or between the team and management can hinder performance and morale. It is common to see leaders who are not capable of handling or managing conflict within their teams. Some leaders float above the problem, letting the conflicts in the team exist without making any effort to solve them. When the team is in conflict and the leader does not care to solve it, the team will not go far.
4. Problems adapting to change: Change, whether it is process, structure or strategy, is a challenge for the team. If the leader is not able to cope and adapt to change, it will affect the team as well. Because they may not see the direction, the benefits that will come from the change. Or worse, if the leader is someone who resists change The consequences may create risks for the team as a whole, such as being disbanded or dumped.
5. Work-life balance issues: Balancing work and personal life is a huge challenge. This is not just for managers or executives; it can happen to any working person. Many people place great importance on their work and success, and are so dedicated that it causes problems in other areas of their lives, such as their family. Or a lack of work-life balance can lead to burnout and reduced job satisfaction.
6. Problems with performance appraisals: This is a big challenge in many organizations, especially organizations where no matter how well an employee performs, they are treated as badly as an employee who has not done anything. The reason may be that the boss is not fair or lacks clarity in managing and evaluating employee performance. This may be due to personal issues or biases, or they may not even know what good evaluation principles should be. As a result, good employees may resign.
7. Problems with retaining talented employees: Managers who lack people management skills often face brain drain. Talented people often leave, but incompetent people remain everywhere. For an organization to grow, progress, and be successful quickly, it must have a high proportion of talented and capable people (you can use the 20/80 principle, which means 20% of talented employees create 80% of results for the organization). Therefore, retaining highly talented people is important. It is one of the primary duties of a manager. However, in reality, many managers do not understand this principle.
8. Problems with delegating work: Many bosses are good at giving orders, but they don’t know how to delegate work to their subordinates. They give work that they know in their hearts that the subordinates will not be able to do or will not do well because they lack skills or abilities, but they still give it to their subordinates to do. This is like forcing work on them, or looking at it negatively, it is like bullying their subordinates. Delegating work is another way to develop subordinates, and the boss must also consider the workload that each subordinate holds. Otherwise, ordering or delegating work will be concentrated on one person too much.
9. Problems with lack of employee development: The boss is stingy or the boss may be afraid that the subordinates are more talented than him or the boss does not know at all what to develop the employees and how to develop them, so he decides not to invest in developing the employees at all. This kind of action may cause the organization to be unable to develop further because the old knowledge may no longer be applicable. If there is no learning of new things, it is difficult to change. In addition, when employees see that the organization only cares about their own interests but does not invest in developing them, they may also resign.
10. Inclusive Leadership Issues : Leaders in this era must not be discriminatory, must not discriminate, must promote diversity to be more important in the organization, so that everyone can work together effectively. For example, give women a chance to have a role at the supervisory level, increase the proportion of other genders as employees, etc.
Finally, being in a position as a leader is something that subordinates expect from us. We cannot rely on anyone. If being an effective leader, it requires continuous learning, self-development, and adaptation. Because what we lack is skills, which can be learned and developed.
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