When striving to improve—whether honing a particular skill, developing a relationship, or becoming a better boss—sometimes it’s easier to follow a list of what not to do. As a leader, what you don’t do can be just as important as what you do do in the office.
- Don’t second-guess your employees. Once you task an employee to perform a function, allow them space to complete it. Do not micromanage or disrespect an employee’s ability to perform a delegated task. Respect differing approaches to problems and give an honest evaluation to a varying method before correcting it.
- Don’t rely solely on annual performance reviews for feedback. The best feedback happens on the fly—schedule one-on-ones with your employees as occasions for praise, encouragement or suggestions for improvement arise. Coach and develop your staff every day as their leader, not just once a year.
- Don’t reprimand an employee in front of other employees. Bullying is not acceptable, and an employee’s mistakes should be addressed in private.Do not belittle.
- Don’t call in favors. Be accommodating when it’s the right thing to do, but never use a past favor against an employee later down the road. A favor loses all generosity when expecting something in return. Great leaders only give; they do not take.
- Don’t apologize for not having apologized sooner. Take immediate ownership for your actions, and set the example you want your employees to emulate.
Sources: Inc.com; Allison & Taylor Inc.