(http://oxford.) All leadership has failed. If you fail, they tend to blame those irksome reasons, such as strategic error, not full of marketing, competitive threats and technology failures, etc. However, these are just a problem of representation, all leaders committed to the same fundamental errors: yielding to the temptation for some, thereby unnecessarily complicate the situation; too some details of the damage to the personal leadership skills.
Because leaders do not want to face and overcome these temptations, their actions will reset the enterprise at risk. These temptations include: select status instead of work results; select personal prestige rather than selecting the correct decision, instead of clear instructions; selective surface harmony rather than conflict; select no-compromise instead of trust.
Temptation: select status instead of the results of the work
For a Manager, you must clear the most important principle that is outcome-target. But in many companies, the evaluation of the highest managers tend to not do so, many leading to something other than work more important. This represents the most dangerous temptations: want to protect their professional status. However the problem is that "only the paranoid to survive," If a man is not a pursuit of results of the "paranoid", how he could become a company of leadership? for example, most CEOs in the highest positions previously is the pursuit of results of the "paranoid". Unfortunately, when they reach the target, to be known as the CEO thereafter, many of them will give attention to how to maintain their status.
This situation occurs because the actual goal in life they just get personal interests. Standing at the top of goal in life is, of course, only on the downhill road. We can reasonably infer: they once the highest Office, it will stop at nothing to protect it. Precisely for this reason, many Chief Executive officers and the majority of managers to make many decisions to protect their interests or reputation.
What is more, they also avoid making may damage its status. Actual performance, they tend to reward those who help his people, rather than contribute to company performance. Here is a question: is it managers don't understand through focus on making the results, they will be given a higher status and greater "self" meet? Yes, they understand that, but actually do need long-term, intensive work, during this process will result in too much can lead to danger of loss of status of the episode.
To overcome this temptation there is only one approach is to work as a personal success in the most important standards, otherwise only from leadership positions domesticity. You have led the company's future, both for employees or customers are very important, that's what really determines your status of metrics.
Temptation two: select a personal prestige and not a liability
Even if some leaders resisted too tempting to protect their position, they sometimes still fails, this is why because they do not have prompted the staff responsible for their own duties. At this point, the leader who yield to another temptation: want your own welcome.
Want your own employees welcome is human, but to lead, but is dangerous. Leadership can be "lonely". The majority of companies, top management in addition to those who report directly to him, it is difficult to have more time and everyone is familiar with.
Those who report directly to the leadership, relative to other employees, the company usually age, salary levels also considerable. Most leadership with these subordinate became friends, and their needs and weaknesses often can feel them. Finally, due to the huge task currently, leadership and the subordinate Brotherhood of producing the "between" feeling.
Therefore, when you need to tell the relationship with their intimate person fails to meet expectations, leaders become holding back, don't be surprised. This does not mean they are too busy or too lazy, but because now they have to face up to the "friends" troubles.
As a leader, not to report back to you directly by employees as a group of supporters, they should be regarded as complete their job functions, thereby enabling companies to achieve the desired performance of key figures. It must be borne in mind that if you fail, your subordinates will not be like you.
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