What Leaders Should Stop Doing – Top 5 Things Leaders & Managers Must Quit Immediately - Meridith Elliott Powell (2024)

Stop Thinking This Is Business As Usual

The first thing that leaders should stop doing is, stop thinking this economy is the same. The biggest mistake we felt leaders make, the biggest challenge to their success is not typical things such as competition, regulation or lack of customer loyalty. No, the biggest challenge, the biggest obstacle to success is most leaders are using out-of-date strategies and techniques.

Leadership skills that were designed for a very difference economy and a very different employee. Leaders need to understand this is a new marketplace, one that calls for a different strategy and a new kind of leader.

Consequences:

If leaders continue to operate as if the economy and business environment haven't changed, they risk becoming obsolete. Their strategies may no longer be effective, and they may miss out on new opportunities. This could lead to a decline in business performance, loss of market share, and ultimately, failure to achieve organizational goals.

Alternatives:

Leaders should embrace the changing business landscape and adapt their strategies accordingly. This could involve staying updated with industry trends, investing in new technologies, or rethinking business models. Regular strategic reviews can help ensure that the organization remains relevant and competitive.

Stop Being In Charge

Leaders today need to realize that employees don’t want someone to be in charge. They want someone to lead the way. What is the difference? A leader who is in charge makes all the rules, all the decisions and determines the road to success. The leader who leads the way determines the destination, but allows the team members to determine the path. Thus, giving team members skin in the game.

In today’s marketplace, your greatest competitive advantage, in fact your only competitive advantage, is the quality of the people on your team. Top talent wants to feel part of your organization, they want their ideas to be heard and they want their work to matter.

Consequences:

Leaders who insist on making all the decisions and rules can stifle creativity and innovation within their teams. Employees may feel undervalued and disengaged, leading to decreased productivity and high turnover rates. In the long run, this can hinder the growth and success of the organization.

Alternatives:

Instead of trying to control every decision, leaders should foster a culture of collaboration and empowerment. This can involve delegating more, encouraging team input in decision-making, and providing opportunities for employees to lead projects or initiatives. This approach can boost employee engagement, creativity, and ownership.

Stop Focusing Inside

Another thing leaders should stop doing is to realize that the majority of things that could impact the growth of their organizations lay outside the organization. Things like regulation, consumer confidence, gas prices, technology, competition and the list goes on. A change in any one of those things could radically impact your ability to be successful.

So, leaders need to focus less on what’s going on inside their businesses and more on what is happening outside. The role of the leader is now more like that of the captain of the ship. You have to have an amazing crew running the internal workings, so you can be focused looking outside for those things that could positively or negatively impact your ability to succeed.

Consequences:

Leaders who only focus on internal matters may miss important external factors that could impact their organization. This includes changes in the market, new competition, regulatory changes, or shifts in customer behavior. Ignoring these external factors can lead to strategic missteps, loss of competitive advantage, and potential business risks.

Alternatives:

While internal operations are important, leaders should also keep an eye on the external environment. Regular market research, competitor analysis, and trend forecasting can help leaders anticipate changes and make proactive decisions. Building relationships with external stakeholders, such as customers, suppliers, and industry peers, can also provide valuable insights.

Stop Sticking to the Plan

As a leader, you need to have a plan and you need to be focused. You just don’t need to be so committed to it that you are not open and willing to change. When leaders stop focusing inside and start seeing the opportunities and challenges happening outside the organization, they must be flexible to take advantage of those. Leadership today is about being radically focused on what you want to accomplish, while still being nimble enough that you easily flex and change when the marketplace demands it.

Consequences:

While having a plan is important, being too rigid can be detrimental. Leaders who aren't willing to adapt their plans when necessary may miss out on new opportunities or fail to address emerging challenges. This inflexibility can lead to stagnation, missed opportunities, and inability to respond effectively to changes in the business environment.

Alternatives:

Again, having a clear plan is important, but leaders should also be flexible and adaptable. This could involve setting up processes for regular plan reviews, encouraging feedback and suggestions from the team, and being open to course corrections when necessary. A balance of focus and flexibility can help the organization navigate changes effectively.

Stop Spending Time Alone

In a world that is moving fast, and one where the only constant is change, leaders need to stop spending time alone. Relationships are key to the success of any organization. And, leaders need to be paving the way, building relationships with customers, vendors, peers and most importantly employees. The more leaders invest in others, the more others will invest in the organization.

Consequences:

Leaders who isolate themselves risk losing touch with their teams, customers, and the market. This can lead to poor decision-making, lack of innovation, and a disconnect with the needs and concerns of employees and customers. Over time, this can erode trust, damage relationships, and negatively impact the organization's culture and performance.

Alternatives:

Leaders should make an effort to spend more time with their teams, customers, and other stakeholders. Regular team meetings, one-on-one check-ins, customer visits, and networking events can help leaders stay connected and informed. Building strong relationships can enhance communication, trust, and collaboration, benefiting the entire organization.