Leadership weaknesses: How self-awareness & feedback drive growth

Most managers hesitate to acknowledge their leadership weaknesses. Who wants to think about flaws? Intelligent leaders who want to help their company and their careers are those who do that.

Stagnation inhibits progress. Those who settle for “good enough” impress few. Tackling leadership weaknesses, though, promotes job engagement and self-confidence and leads to personal and professional growth.

Your commitment to addressing areas needing improvement demonstrates your dedication to excellence. As a result, those you manage and your administrative peers will notice and appreciate your efforts.

Adopt the mindset that every person, including leaders, possesses strengths and weaknesses. You are not alone or unique in being better at some things than others. Recognizing and addressing these weaknesses is a part of the journey to becoming a better leader.

Identifying leadership weaknesses

The first step to overcoming leadership weaknesses is to identify them. Don’t let the thought of embarking on a self-improvement journey scare you into holding back. Various ways exist to go about figuring out where to direct your attention. Common strategies include:

• Look at your job description

Go through responsibilities one by one. Which tasks do you find challenging? Chances are there are duties you excel at and ones you find challenging. Write down those that would benefit from greater mastery.

Consider examining the job descriptions of positions to which you aspire, too. Understanding future roles inspires action and allows time to accumulate necessary skills.

• Scrutinize your performance review

Where did you receive lower rankings? What comments did your boss write? What areas does the document target for professional development? Take what you read to heart.

• Ask those who know you

If your annual assessment needs more depth, then arrange a meeting with your direct supervisor. Furthermore, clue them in beforehand that you would like constructive feedback to help pinpoint your leadership strengths and weaknesses. After all, good leaders welcome such conversations.

Seek input from others who know your leadership style, too. Mentors should be happy to oblige, provided you approach constructive criticism with an open mind rather than a defensive one.

With first-hand experience concerning your leadership qualities, direct reports are also an excellent source of information.

Consider asking team members to complete an anonymous survey about how you could be a better leader. (Many will hold back in either public or one-on-one situations. Employees fear hurting your feelings or worry you will hold what they say against them.)

• Develop self-awareness

When leaders take time to think about things, most gain a solid grasp of their leadership skills. Some find journaling useful, as recounting events and feelings surrounding them offers insight. Times of indecision, fear, or discomfort often signal aspects of leadership that could benefit from a boost.

Quizzes are another excellent way to explore one’s style and potential gaps. The Internet offers plenty of such surveys from reputable sources. For starters, check out Business Management Daily. Are you a “good” manager?

Common leadership weaknesses

What types of issues arise when managers look at their weaknesses? Results vary by individual. However, similarities do occur. Leaders often identify one or more of the following areas as in need of improvement:

• Failure to delegate tasks

Managers eager for great results sometimes try to do everything themselves. While this approach might be possible in the short term, “taking over” ultimately proves unsustainable and leads to frustration and burnout. On the other hand, productivity and engagement thrive when leaders delegate responsibility for doable tasks to their employees. Furthermore, such assignments also free up the supervisor’s time for other crucial matters.

• Micromanagement

Similarly, hovering over shoulders or meticulously checking work wastes time. It also makes workers nervous, like you’re waiting for them to screw up. They perceive a lack of trust.

• Inability to coach

Influential leaders embrace coaching to inspire teams and help individuals achieve greater heights. Coaching focuses on several key areas: motivational factors, feedback, and skill development. Furthermore, coaching is associated with desirable outcomes such as increased employee engagement, improved self-reliance, and enhanced confidence.

• Difficulty with decision-making

Problem-solving is not easy. Great leaders want to pick the best solution. They realize that a poor decision could prove harmful. However, leadership roles demand “pulling the trigger.” Influential leaders must balance gathering information, seeking input, and weighing options with constraints on time and the need for others to have an answer so they can do their job.

• Avoidance of the “hard stuff”

Certain aspects of being in charge could be more enjoyable, but they come with the territory. True leaders must enforce rules, hold people accountable, dole out punishments, conduct difficult conversations, and present negative feedback.

Such tasks are necessary to keep the work environment running smoothly and productively. With action, things will improve. Plus, one’s reputation takes a hit when others perceive their leader as “wimpy.”

• Lack of time management or organization

Successful leaders undoubtedly have their act together. To achieve this, they remain on top of things by actively relying on tools such as calendars and project management software. These tools enable them to effectively keep track of deadlines, commitments, meetings, task statuses, and other crucial details.

• Inadequate communication

Managers are the company’s lifeline. In fact, workers depend on them to convey essential information, and supervisors with poor communication skills quickly become bad leaders.

Employees want outlined priorities, clear expectations, and consistent feedback. This knowledge enables them to perform well. Without effective communication, chaos and confusion result.

• Out-of-date hard skills

In the fast-paced world of modern business, where change is a constant, leaders can sometimes find it challenging to stay ahead of the curve. From the rapid technological advancements to the ever-evolving landscape of industry best practices, there’s a lot to keep up with.

However, competent managers recognize the importance of continuous learning and actively seek opportunities to expand their knowledge and skills.

Expertise keeps them relevant. They contribute to making the company more robust, and team members know they can look to them as a source of knowledge.

• Under-developed emotional intelligence

Some managers possess an impressive array of complex skills but need more soft skills. Problems result from their lack of empathy and poor listening skills. They do not read social cues well or are not adept at resolving conflicts. Interpersonal relationships and teamwork suffer.

• Inflexibility

Managers stuck in their ways block progress. Good ideas do not receive a fair shake when leaders refuse to alter their mindset and consider alternatives. As the COVID-19 pandemic demonstrated, adaptability often means survival. Strong leaders find ways to change with the circumstances and rally direct reports to do the same.

• Unequal treatment

Even leaders with the best of intentions can fall prey to making assumptions or holding onto stereotypes. They can mistakenly commit microaggressions or exhibit unconscious biases. Likewise, favoritism of certain employees can lead to office discord.

Influential leaders strive to create a level playing field for all. They construct a psychologically safe work environment in which everyone feels valued.

• Inattention to work-life balance

Successful leaders realize the importance of balancing the two spheres in their lives and those they manage. They watch for burnout, find ways to be flexible about when and where work gets done, and avoid bothering people during non-work hours.

They actively demonstrate good role modeling by taking days off to recharge. Furthermore, they prioritize their well-being by eating a proper lunch daily, staying home when sick, and paying attention to their mental health.

• Ignoring networking and professional development

Managers are busy people; that’s a given. When work piles up and deadlines mount, it’s easy to neglect to keep up with industry developments, attend conferences, or connect with peers on LinkedIn. Procrastination catches up, though. Without continuous improvement, careers stagnate.

Addressing leadership weaknesses

Recognizing the importance of leadership development and identifying specific areas of improvement is just the start. However, developing a clear vision of how to take action is essential.

One popular approach is formal training. In fact, leaders find many convenient educational opportunities to boost specific abilities, both virtually and in person.

Furthermore, classes and seminars offer the advantage of presenting material in an organized, thought-out manner. Finally, instructor guidance and peer support further enhance the appeal of this method.

Self-directed learning and seeking guidance

Some leaders like to devise their own development programs. They read books or articles on subjects of interest and watch TED Talks. Planning their path allows them to have a great deal of control over what they learn and where and when.

When plotting out how to address weaknesses, it pays to solicit suggestions. Your boss, mentor, or network connections may have fantastic ideas based on their experiences.

Perhaps someone’s efficiency improved after completing a community college course on time management. Another gained confidence in public speaking after joining Toastmasters. A third faithfully attends a national industry conference yearly because of its outstanding panels.

If ERGs (employee resource groups) exist at your company, advice from members can be beneficial. For instance, female managers may discover their same-gender peers have faced many of the same leadership challenges and possess a wealth of knowledge.

Perhaps a leader interested in learning more about microaggressions in the work environment could consult with colleagues in the LGBTQ+ ERG.

Lastly, consider constructing clear goals using the SMART method. Such a leadership development roadmap turns vague notions into desired outcomes.

Each letter in SMART stands for an essential element of successful goal-setting: Specific, Measurable, Achievable, Relevant, and Time-bound. Take the time to flush out each contributor. Doing so creates a solid path. Plus, motivation soars as you see progress.

Ultimately, you won’t wonder, “Did I improve my communication skills?” or “Have I made strides toward better work-life balance?” Instead, fulfilling the outline lets you reach the finish line with confidence!

More Resources:
Digital age workplace: Why soft skills matter more than ever
Talent shortage: Addressing the growing gap in the workplace
Employee skill gaps: What they are and how to address them