Great leadership is all about recognising and rectifying mistakes

Leaders must lead but they should also know when to follow. They should be receptive to feedback and be willing to learn from their teams.

The idea of leadership remains complex and often paradoxical, as it involves navigating contradictory principles.

Take, for instance, the paradox of authority and servant leadership. On the one hand, leaders are expected to wield authority and make decisions, but on the other hand, effective leadership also involves elements of servant leadership where leaders prioritise the well-being and development of their team. Striking the right balance between authority and service is a skill to master.

Here’s another paradox – that of confidence and humility. Leaders need to exude confidence and inspire confidence in others, yet humility is also a key trait. Admitting mistakes and seeking input from others require a certain level of humility that many leaders are incapable of.

A good leader should have a clear vision and be able to set a course for the organisation. However, the ability to adapt to changing circumstances and revise that vision is also critical. This balance between vision and adaptability is another paradox.

Leaders must lead, but they should also know when to follow. They should be receptive to feedback and be willing to learn from their team members. Knowing when to take the lead and when to follow is a leadership paradox.

Taking calculated risks is something most good leaders do, but they must also exercise caution and consider the potential consequences of their decisions. The balance between being a risk-taker and a cautious decision-maker is a paradox.

Yet another paradox is between individual and team focus. Effective leadership involves recognising the value of each individual on the team while also nurturing a collaborative team spirit.

Likewise, leaders must simultaneously focus on achieving short-term goals to ensure immediate success and work for long-term objectives to secure the organisation's future. Balancing short-term and long-term priorities is paradoxical.

Leadership, in essence, is about navigating and resolving these paradoxes. Successful leaders are those who can recognise when each side of a paradox is needed, adapt their approach accordingly, and find the right balance to drive their organisations toward success.

Smart Growth

When leaders are faced with so many paradoxes, it is natural to make mistakes. Even the most effective and experienced leaders make mistakes. However, what sets exceptional leaders apart is their ability to acknowledge these slip-ups and take deliberate actions to rectify them.

Here are some of the common mistakes that good leaders make and the steps they employ to rectify them. These lessons will come in handy for SME leaders in their personal and organisational growth journey.

Effective communication is the lifeblood of any successful organisation, and even the best leaders can occasionally stumble in this area. Poor communication can lead to misunderstandings, lower morale, and a lack of clarity in the workplace. Recognising this mistake is the first step towards rectification.

Good leaders understand the importance of communication and actively work to improve this aspect of their leadership. They invest in enhancing their own communication skills, seeking feedback from their teams, and creating open channels for dialogue.

For them transparency and clarity in their messages are non-negotiable, and they actively listen to the concerns and ideas of team members. By acknowledging their communication mistakes and making a concerted effort to rectify them, these leaders create a more cohesive and informed work environment.

Leaders with the best of intentions often focus on the success of their organisations at the expense of employee well-being. This can lead to high turnover, burnout, and a decline in productivity and growth in the medium term.

Good leaders recognise that their organisations are only as strong as their employees. Employee well-being is important for these leaders and they extend work-life balance, mental health support, and professional development opportunities. They understand the value of appreciation and a healthy work environment.

Leaders must strike a balance between achieving company goals and caring for their employees. Regular check-ins, flexible work arrangements, and addressing employee concerns can help in creating a healthier work environment.

Many leaders surround themselves with loyal, like-minded individuals. While this can create a sense of harmony, it invariably leads to a lack of diverse perspectives and innovation, often resulting in poor decision-making.

Effective leaders recognise the importance of diversity of thought. They actively encourage dissenting opinions, embrace a culture of open debate, and seek out individuals with different perspectives. This can prevent disastrous outcomes and ignite better innovation.

Even the most accomplished leaders can fall into the trap of believing their expertise is infallible. Ignoring feedback from employees, customers, or other stakeholders will lead to poor decision-making and an overall disconnect from reality.

Effective leaders seek feedback and make an effort to incorporate it in their decision-making process. They establish mechanisms for feedback collection, such as regular surveys or open-door policies, and create a culture where feedback is not just encouraged but valued.

The desire for perfection and control can make leaders micromanage their teams. This hinders employee growth and creates a toxic workplace.

Great leaders know that there is no such thing as perfection. Great leaders recognise the importance of trust and autonomy. They actively delegate responsibilities, empower team members, and build workplaces that encourage employees to take ownership of their work.

Leaders must remain agile and open to change. They should encourage a culture of continuous learning, embracing new technologies and adapting strategies as necessary.