Leadership Review by Juniors

Read the below questions and answer in your mind.

Do you agree that a healthy work culture is characterized by a more individualistic mindset, open communication, and a flatter organizational structure with respect to authority and individuals as well?

Do you give greater emphasis on meritocracy and performance, and decisions are often made based on data and evidence?

Is conflict seen as an opportunity for growth and innovation?

Do you practice any of the below?

1. Ignorance: When some individuals believe they are always right regardless of a several opposing views to be considered.

2. Favouritism: When some individuals or groups are favored over others, regardless of their qualifications or performance.

3. Information withholding: When people intentionally withhold or selectively share information to gain an advantage or to manipulate others.

4. Gossip and rumours: When people spread rumours or gossip to create alliances, harm others, or manipulate information.

5. Blaming and scapegoating: When individuals or teams are unfairly blamed for mistakes or failures to avoid responsibility or to shift blame.

6. Power struggles: When individuals or groups compete for power, control, or resources, often at the expense of others.

7. Cliques and alliances: When groups of individuals form cliques or alliances to gain an advantage, often excluding others.

8. Resistance to change: When individuals or groups resist change or new ideas, often due to fear of losing power or control.

9. Lack of transparency: When there is a lack of transparency in decision-making processes or when people are not held accountable for their actions.

These signs are not always clear-cut signs of your incompetence, and some level of organizational politics is inevitable in any workplace. However, it is important to be aware of these signs and to address them when they become problematic, to promote a healthy and productive work environment.

Review notes from juniors collected over the years:

If you are breeding a collectivist mindset, it's probably detrimental to the team and good for your ego.

If decisions are often made based on personal relationships and seniority, you need to probably look into your personal life and insecurities.

If there is a reluctance to challenge authority or speak up about issues openly, you are failing your team.

If conflict is avoided completely or dealt with indirectly with narrative building and shaming, you are probably not a leader at all.

If you think this is bullshit, I have proved my point.

If you are probably a kickass leader, you wouldn't be thinking I am talking about you.