7 Leadership Errors that Diminish Your Influence

Many leaders underestimate their influence over others. This leads to underperforming teams. The good news is that a few micro-initiatives can create a macro impact in regards to performance. So there is plenty of room to grow performance.

There are emotional intelligence strategies, tips and tools that help move people into the top 10%. Who wouldn't want to be in the top 10%?

Research by Zenger and Folkman in the Extraordinary Leader states that once in the top 10%, the individuals are twice as valuable to the bottom line as someone in 89% and below. When I talk to groups about leadership everyone knows who that top 10% performer is on their team. Yet they don't know how to get more of their direct reports into the top 10%; there are some key foundational errors for these leaders.

Not only is there a gap in developing more leaders, we are experiencing a brain drain in enormous proportions, resulting in a converging chaos because of three factors. Today 40% of organizations are stating they will be experiencing a significant gap in number of skilled leaders trained.

The three problem factors are:

• America has lost 8 million jobs in the last 2 years because of the great recession.
• Retiring Baby Boomers are leaving a shortfall of 10 million workers.
• Gen X / Y entering leadership roles have lower emotional intelligence.

So we have fewer leaders and fewer leaders with higher emotional intelligence (EI). This is critical because EI not IQ or technical expertise has been identified as the key factor for putting some in the top 10% of performance. The good news is that your EI improves with age -- it is part of maturing.

The solution:

• Organizations need more good leaders
• Good leaders improve engagement
• Higher engagement equals higher organizational performance
• Leaders need emotional intelligence to be move into the top 10%

So why are so many leaders and organizations underperforming? These seven errors are unintentional yet impactful. How many do you find are true for you or your emerging leader?

1. Generalization of skill error: Leaders are promoted for reasons other than leadership, either technical skills or being a good individual performer. "You can manage yourself therefore you will know how to manage others." This error can leave new managers and leaders unprepared and set up for failure, as a new set of skills is required to be a successful leader. Leadership demands a whole new set of skills to be successful. True for you or others?

2. Spotlight error: Leaders are under the spotlight 24/7. Every action is scrutinized, analyzed or interpreted more so than leaders realize. Many a leader's credibility has been crumbled with an off-the-cuff communication or reactive response. True for you or others?

3. Influence error: Followers want to please the leader and are waiting to be acknowledged for their progress and unique skills. Every day leaders miss opportunities to enhance their influence with followers. Often leaders underestimate or appreciate just how much power and influence they actually have. True for you or others?

4. Neglect error: The tasks of leadership are often relegated or neglected in favor of the crisis or hot issue of the day. The basic leadership functions of giving direction; feedback, delegating, and coaching are easily put off till the leader has time or finishes their urgent tasks. True for you or others?

5. Style alignment error: Leaders communicate, organize, delegate and give feedback in their own preferred manner. "If it works for me it will work for them," is the mental model. This will leave the leader only partially successful as followers may demand a completely different style to be truly successful. True for you or others?

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6. Focus error: Followers expect and want their leaders to be well intentioned, have well thought-out plans, be clear in direction, and know how the followers can best contribute to the vision. Too often leaders are scattered, defocused and not clear in what they want and how they want tasks to be carried out. True for you or others?

7. Frequency error: Often the leader doesn't employ the necessary strategies frequently enough to be successful. It is too little to truly be effective and successful with strategy to make a significant difference for their employees. It is like exercising just once a week to meet your goal of getting in shape. True for you or others?

If more than 2 of the 7 apply to you or a direct report, you are underperfroming and there is plenty of room for maximizing your influence. See the future blogs for specific tools and strategies for Leading with Emotional Intelligence.

For more information go to: www.truenorthleadership.com or www.leadingwithei.com