Dr. Jennie’s Corner
Leadership Checklist
“Anyone can lead motivated, confident people. A great leader can help those who feel they have no value and are not motivated understand their value, find their purpose, and shine!” - Dr. Jennie
Pay attention to your leadership style:
1. Do you need frequent updates and details? This could be a sign of micromanagement, which may unintentionally communicate a lack of trust in your team.
Issue: Constantly seeking updates and controlling every detail can stifle creativity and communicate a lack of trust. Instead:
Delegate more effectively: Assign tasks with clear expectations and trust your team to execute. Let them take ownership and find their own solutions.
Focus on results, not process: Set goals and allow flexibility in how they are achieved. Encourage innovation and creativity.
Build trust: Give your team space to grow. Provide support when needed, but allow them to take responsibility and make decisions.
2. Are team members at every level able to express concerns, ideas, or disagreements without you taking it personally? Do you feel offended or hurt when someone challenges an idea, thought, or decision?
Issue: Avoiding difficult conversations creates unresolved issues, miscommunication, and passive-aggressive behavior. Instead:
Foster open communication: Create a safe space for honest discussions by encouraging feedback and opposing ideas without judgment.
Address issues promptly: Lean into conflicts rather than ignoring them. Use them as opportunities to resolve misunderstandings and strengthen team relationships.
Develop emotional intelligence: Work on managing emotions, especially during conflict, and focus on listening with empathy.
3. Are conflicts addressed openly, or are they avoided? Do you send passive-aggressive messages rather than fostering a safe space for difficult conversations?
Issue: Internalizing disagreements or negative feedback may result in defensive behavior, limiting the team's ability to grow. Instead:
Separate ego from leadership: Remember that constructive criticism is not an attack on you. It’s an opportunity to improve yourself and your team.
Encourage diverse perspectives: Actively invite opposing viewpoints and create an environment where team members feel comfortable sharing feedback.
Practice self-awareness: Reflect on your emotional triggers and work on handling feedback calmly and objectively.
4. Are decisions made collaboratively or in isolation?
Issue: Making decisions in isolation can lead to a lack of buy-in from the team and missed opportunities for creative input. Instead:
Collaborate with your team: Include team members in the decision-making process to foster ownership and ensure diverse perspectives are considered.
Be transparent: Share the rationale behind decisions to help team members understand the bigger picture.
Empower problem-solving: Encourage team members to propose solutions to challenges and take part in crafting strategies.
5. Is fear causing you to hold on too tightly to your role and responsibilities?
Issue: Ruling through fear, controlling, or demanding perfection leads to a toxic work environment and high burnout. Instead:
Cultivate trust: Focus on building trust with your team by demonstrating vulnerability, admitting mistakes, and showing genuine care for their well-being.
Empower instead of control: Shift your focus from controlling outcomes to supporting your team in becoming their best. Allow them to take risks and grow.
Celebrate progress: Recognize efforts and small victories to build a positive and motivating environment. Acknowledge that mistakes are part of growth.
6. Are you more focused on output than on growth?
Issue: Focusing solely on performance and productivity may ignore individual development and demoralize your team. Instead:
Encourage personal development: Provide opportunities for learning and growth. Support your team in expanding their skills and talents.
Shift focus to long-term growth: Prioritize sustainable progress over short-term results by helping team members set developmental goals.
Lead by example: Model lifelong learning and personal development by investing in your own growth as a leader.
7. Do you struggle with being empathetic towards staff that disagrees with you or does not perform to your standard?
Issue: Leaders who fail to empathize or understand their team's emotional needs may foster a disengaged, unmotivated environment. Instead:
Practice empathy: Make an effort to understand your team’s emotional states and offer support when they are facing challenges, both personally and professionally.
Build rapport: Create personal connections with your team by showing genuine interest in their well-being and celebrating both professional and personal milestones.
Be approachable: Encourage open dialogue and let your team know you are available for support when needed.
Taking honest stock of your leadership style is critical. By addressing these unhealthy leadership tendencies, you have the opportunity to create a more positive, trusting, and productive work environment where team members feel empowered and valued. By modeling accountability and humility, you encourage your team to do the same. Ultimately, leadership is about those being led—lean in, embrace vulnerability, and experience the beauty of bringing out the best in others!
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