What Is A 'Challenging' Leader?

We have, more or less, been led by a number of leaders. Some mediocre, some phenomenal and some not so great at all. So what makes a bad leader or a particularly challenging leader? Here are some things to think over.

Lack of trust

This can come across in a few ways, one of which is micromanaging.

Example: Al leader has outlined key performance tasks staff need to work on this quarter. During this entire quarter staff are sent frequent emails reminding them of their tasks and are constantly verbally reminded as well. Lack of trust can also be conveyed, whether intentional or not, when the leader goes on a holiday but calls daily to check in about tasks and how the business is running. When a leader does not trust their staff, the message they are sending across is one that says staff are not capable of doing their jobs. It builds a negative atmosphere where staff feel like the job they complete will never be enough.

Lack of accountability

This is when a leader does not own their actions or decisions. This can happen when a group of people are a part of the leadership team and within this group one may be the more senior leader. Together they make decisions but the final say may lie with one or two people.

Example: A staff member has requested for flexible working conditions to be able to do take care of their children after 4pm when their partner starts evening shift work. Lack of accountability is demonstrated when the leader passing on the decision says, “This was Pat’s decision. You won’t be able to.” As a person in the leadership team involved in the process you are still involved in determining the outcome.

Own it--don’t blame someone else for the decision you have collectively come up with together. Be comfortable with the uncomfortable feelings you will feel with leadership decisions.

Lack of equality in treatment of staff

Sometimes, the decisions made by the leadership team are deliberately demonstrating disparity in treatment, however, sometimes this is also unintentional.

Example: One staff member has been given hours that allows them to finish work one our earlier/start an hour earlier to be able to take their child to basketball. Another staff member with the same credentials and work history is denied the same flexibility to take their child to language school and no explanation if proffered.

When there is a clear disparity in the outcome this can breed resentment towards leadership and any decisions that are made, and resentment between team members. There is a breakdown in trust and team morale as a result of inequality.

If such a situation arises, provide a reason and a timeframe in which the inequality will be addressed. There may be a good reason for this decision but it needs to be conveyed clearly and leaders need to acknowledge that it is unfair. An agreement could also be reached where the employee can start early a few days of the week.

Some great qualities of exceptional leaders are they trust their team, are accountable and treat team members equally. All in all, they lead with vision, heart, open mindedness and are examples of how they want their team to live and be at work and outside of work.