By closely overseeing every aspect of your team’s work, you may unintentionally convey a lack of trust in their abilities. As a result, team members may feel their expertise is undervalued, leading to decreased confidence and motivation. Creativity can also be stifled as team members hesitate to propose new ideas or solutions for fear of criticism or rejection. To correct:

• Delegate Effectively: Start by empowering your team to take ownership of their projects. Set clear expectations and offer support without hovering. Encourage them to share their ideas and approaches.
• Check-in Instead of Control:  Schedule regular check-ins that focus on progress and obstacles rather than micromanaging tasks. Use these meetings to provide guidance and encouragement.

Reacting with frustration or harsh criticism when team members make mistakes fosters a toxic environment. As a result, a culture of fear can emerge, discouraging risk-taking and innovation as team members become reluctant to lead or experiment. Vital learning opportunities are lost, as individuals may conceal mistakes rather than examining them for insights. Action steps you can take include:

• Cultivate a Learning Environment: Make it clear that mistakes are part of growth. After a mistake occurs, focus discussions on lessons learned and how to move forward.
• Model Openness: Share your own mistakes and what you learned from them. This creates a safe space for others to do the same.

If you are not actively listening during team discussions, dismissing or overlooking input, it can discourage contributions. Team members may feel disheartened, believing that their opinions are irrelevant, leading to disengagement from conversations and initiatives. Insights that could drive improvement and innovation may go unheard, depriving the team of valuable contributions. Action steps to correct include:

• Practice Active Listening: Use techniques such as summarizing what others have said or asking clarifying questions to demonstrate your engagement. Make eye contact and maintain an open body posture.
• Invite Feedback: Regularly ask for input from your team on how discussions are going and how to improve communication processes.

When your communication is unclear or inconsistent, it creates ambiguity regarding expectations and priorities. Confusion can lead to friction, misalignment of goals, and decreased morale as team members scramble to understand what is needed. The lack of clarity can erode trust, as team members may feel uncertain about their standing and the direction of the team. To ensure consistent communication,

• Establish Clear Channels: Use regular team meetings and written updates to reinforce messages clearly and consistently. Ensure everyone knows where to find information and updates.
• Provide Context: When sharing decisions or changes, offer the reasoning behind them to help team members understand the “why” and align their efforts.

Hesitating to share your own struggles, challenges, or uncertainties can inadvertently discourage team members from being open themselves. As a result, team members may feel pressured to present a polished image rather than being authentic, creating barriers to honest communication. The opportunity for growth and connection is lost, as individuals miss out on seeing the human side of leadership. Strategies to be more vulnerable include:

• Share Your Story: Open up about your challenges and vulnerabilities during team meetings. This not only humanizes you as a leader but also encourages team members to share their experiences.
• Create Safe Sharing Opportunities: Introduce structured opportunities, such as “check-in” rounds where everyone shares a recent challenge, fostering a culture of openness.