Companies either thrive or struggle based on their leaders—no question about it. And there are five areas that senior management tend to focus their attention and two areas they should devote some time to. It’s no surprise that these same areas are where unsuccessful senior managers make critical mistakes. If only leadership came with a manual titled “How Not to Accidentally Sink the Ship While Aiming for the Stars,” maybe half of these blunders would be avoided!
The Research
Robert S. Hartman, a Nobel Prize nominee, dedicated his career to studying leadership and decision-making through the Science of Axiology, focusing on how leaders determine what is important. He developed a self-assessment tool for leaders and analyzed more than 1,000 top leaders globally, discovering that the best leaders are distinguished by what they prioritize and overlook in their decision-making.
Inspired by Hartman’s groundbreaking research and my thirty years of developing leaders at every level, I’m excited to share the seven key pitfalls—even the most accomplished leaders can overcome to ensure their companies and teams thrive—and the practical remedies for each.Seven Big Mistakes That Trip Up Leaders
1. Not Enough Consistency or Conformity
Most senior leaders talk a big game about being consistent and following company standards, especially when it comes to growing the business. But in reality, a lot of them end up sending mixed messages. For example, a company might say they want everyone to follow the rules, but then turn around and cheer for “thinking outside the box.” When things are growing fast, sticking to routines can feel impossible. Sometimes, it’s like everyone’s running around putting out fires instead of following a plan.
To dodge this pitfall: Make sure you’re always telling your team how important systems and procedures are, even when things are hectic. For instance, if a business is expanding quickly, take time to regroup and make sure everyone’s on the same page. This helps keep your brand and customer service consistent. Think of it like a restaurant chain—when every location follows the same recipe and customer service guidelines, customers know what to expect, no matter where they go.
2. Not Sticking With the Strategy
It’s tough to pick a direction, see things not going perfectly, and not bail. Our gut reaction is usually to change course when things look shaky. But most of the time, the problem isn’t the plan itself—it’s how it’s being carried out. Top leaders sometimes get obsessed with finding the “perfect” strategy, but world-class leaders stick with their plan and make tweaks along the way.
To avoid this: Before you dive in, talk with your team about what could go right, what could go wrong, and what crazy curveballs might pop up. Then, commit to seeing your plan through, even when it gets tough. For example, if you’re launching a new product and early sales are slow, don’t scrap the whole thing after a few weeks—work on improving the marketing or the product itself. The key is to focus on execution, not just planning.
3. Not Connecting With Mission, Vision, Values
Let’s be real—walk into almost any office and ask someone what the company’s mission or vision is, and you’ll probably get a blank stare. But these things are super important—they guide decisions and get people excited about their work. The main reason people aren’t connected to these ideas? The leaders aren’t either.
If leaders aren’t talking about the mission and values regularly—in meetings, emails, or company events—the whole culture starts to drift. People get disengaged, and morale drops.
To fix this: Make it a habit to bring up the mission, vision, and values every day. For example, start meetings by reminding everyone of the company’s main goals or share stories about how a team member embodied a core value. If your mission statement doesn’t feel right anymore, update it so everyone can rally around it.
4. Not Building Accountability and Integrity
Two classic mistakes can mess up accountability in a company. The first is “Leadership by Friendship.” If you’re always trying to be everyone’s buddy, it’s hard to make tough calls when needed. Leaders often want their teams to step up, but sometimes they let things slide to avoid rocking the boat. When accountability gets loose, results suffer.
The second mistake is “Leadership by Fear.” This is when leaders use intimidation—maybe by being passive-aggressive or just flat-out aggressive. The culture turns into “just do enough to stay out of trouble.” But people don’t thrive in that kind of environment.
Here’s a better formula: Set clear expectations, get everyone’s buy-in, and have rewards and consequences. For example, if a sales team knows exactly what’s expected, agrees to the goals, and understands what happens if they hit or miss targets, they’re much more likely to take ownership.
5. Not Encouraging Innovation and Change
You might wonder how this fits with mistake #1. Yes, you need rules and consistency, but you also need fresh ideas and a willingness to change things up. Most leaders claim they want “out of the box” thinking, but sometimes the company culture quietly discourages it—people worry about stepping out of line or trying something new.
To overcome this: Set up systems where everyone can share new ideas and see their input make a real difference. For instance, some tech companies hold regular “innovation days” where employees can pitch wild ideas, and the best ones get funding. Publicly reward people who help move the company forward. That way, you keep things fresh and avoid getting stuck in a rut.
6. Not Making Sure the Team's Role Expectations Are Aligned
One common pitfall is failing to clarify who is responsible for what, or what success looks like in each role. When people have fuzzy expectations or overlapping duties, confusion and frustration follow. Projects get delayed because nobody’s sure who should take the lead or make the final call.
Unnecessary conflict and drama (I.e., blaming and complaining) can arise, costing the company or team untold time, energy, and resources as team members struggle to navigate unclear boundaries and responsibilities.
To avoid this: leaders should continuously define what success looks like, what people's decision rights are and regularly check in to make sure everyone is on the same page. This helps each team member focus on what matters most—and prevents work from falling through the cracks and conflict from arising.
7. Not Training and Coaching Managers in People-Leadership
Another major mistake is neglecting to train and coach managers on how to lead people effectively. A lot of companies move good employees into management, but don’t give them the tools they need to actually lead. Without any real leadership training, managers might have a hard time motivating their teams, dealing with issues, or keeping people engaged. This usually means team morale drops, more people leave, and the company misses chances to grow.
How to steer clear of this: Make sure all managers get regular soft skills training to help them build real leadership skills. Establish a coaching cadence, run workshops, and encourage managers to learn from each other—especially around things like communication, giving feedback, and building strong teams. When managers feel confident and supported, they’re way more likely to inspire their teams and help everyone succeed.
Click here to read a related post: Transform Your Team, Elevate Your Business: The Untapped Power of Team-Wide Training
Empower Your Culture
Building a great company or team culture isn’t about being perfect—it’s about making progress. When leaders make a real effort to connect people to a shared mission, hold everyone (including themselves) accountable, and allow space for new ideas, teams get more excited and involved. Culture isn’t just about big speeches or fancy slogans; it’s shaped by the little things you do every day as a leader. Start with small steps, keep at it, and you’ll see your team become stronger, closer, and ready to take on whatever comes next.
Want to get past this? Set up ways for everyone to share fresh ideas and actually see their suggestions make a difference. Some tech companies, for example, have regular “innovation days” where employees can pitch bold ideas—and the best ones get funding to try them out. Give public shout-outs to people who help push the company forward. Keeping things fresh stops your team from getting stuck in the same old routine.
To your greater impact as a leader!
Peter Mclees, Leadership Coach, Trainer and Performance Consultant
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