In the previous blog, I discussed the attributes that define a bad leader. Now, I want to delve deeper into the impacts of these attributes. Drawing from my experience in numerous private conversations about people and talent, I will share insights into the outcomes for both bad leaders and their direct team members.
For most organizations, prioritizing spending is critical for their bottom line and shareholders. This requires careful planning and strategy to ensure high-yielding results. Investments might target expanding business units, enhancing technologies, or driving innovation to stay ahead in their sector. However, the success of these investments heavily depends on the leaders of these areas. During these discussions, questions often arise about the confidence in the leader, their skill set, and whether a new leader is needed to truly drive the investment.
As you can imagine from such privately held discussions and the impacts on the overall growth and health of the business, an organization can’t afford to place financial resources in the hands of a bad leader. These resources will go to leaders who are valued, trusted, and have shown the capability of being successful. Their teams often benefit with additional members to help drive growth and ensure they have the resources they need.
These teams become highly engaged and receive support from executives, cross-functional partners, and human resources to address any skills gaps through training and development. Critical investment areas become the internal business strategy drivers known throughout the organization. Success in these areas leads to continued value, trust, and promotional opportunities for the team members involved.
With this, you can now imagine the stagnation and unfulfilled potential experienced under a bad leader. An organization’s key priorities, resources, and recognition will always go to the valued and trusted leader. As the impact of bad leadership is extensive, influencing organizational outcomes, team dynamics, and morale, as well as achieving strategic goals, the sooner you recognize the type of leader you are under, the faster you can pivot in identifying the valued leader and begin making moves to join that team.
