Question

wha tare the areas of weakness within the leadership domain?

Answer 1

Leadership is a lot more than giving orders and demanding results. A balance needs to be created in the areas including collaboration, delegation, fairness, and firmness among other aspects. The weakness of the leadership domain not only cause a disorderly workplace but may also lead to losses and messy situations. Leaders are also human beings and hence may have some of the weaknesses common to the leadership domain. They should, however, scrutinize their behaviors and psychology and try to find out and improve on their weaknesses, rather than waiting for experience to improve them. Some of these weaknesses may include a lack of knowledge or awareness, micromanagement, and other kinds of approaches and behavior that cause negative actions and deterioration of relationships at workplaces, among other drawbacks. Below are the areas of weaknesses within the leadership domain.


Standing apart from the team- some leaders like to have a too formal, rigid, and conservative approach towards leadership. They may stand apart from the team so that others start to view them as above and superior to it. Followers often do not find such leaders empathetic, friendly, and/or caring. Also while many leaders are found good at initiating projects, not all are equally interested throughout it. A leader should ensure that they remain an integral part of their team, and practice proper follow-ups and feedbacks even when they have a busy schedule. An open-door policy is always fruitful for communication and to avoid ambiguity and confusion at the workplace. More proactive approaches including relationship-building meetings, collaboration with auditing teams, and others need to be adopted on a more regular basis.


Being too critical- leaders who overly criticize their employees soon lose their popularity while not making any gains for being extremely critical. Disrespect, employee-burnouts, and a decrease in motivation are some of the common consequences of over criticality. Criticism should be as carefully structured as motivation to not only improve the performance but to ensure that employee alignment is further improved.

Micromanagement- Micromanagement is scrutinizing, auditing, and checking too-frequently and without integrating the trust approach and factor. While some managers like to frequently check on what the employees are doing, they do it in unreasonably forceful and authoritative ways. Also, elements including trust and empathy are not integrated into the approach. The employees come to think that the leadership does not have any confidence or trust in them. An ideal leadership does not merely aim to accomplish tasks but also uses appropriate behavior and approaches for it, which includes trust, cooperation, empathy, care, friendliness, empowerment, and others.

Communicating overly- some leaders nowadays require their employees to send them reports, data, and information at all times and even on trivial matters. Technology including smartphones, laptops, internet, and fast communication protocols including 4G provides for it. In many cases, it has been found that the leaders only call for this constant contact and communication in the name of discipline or the sake of it. Many of them do not themselves go through these reports and information. Overburdening employees in the name of maintaining discipline can be very bad for the relationship. Leaders should ensure that they maintain trust and integrity in the leader-follower relationship and do not overburden employees or engaged them in unfruitful ways.

Failing to set clear objectives, goals, and expectations, and acting without any honesty or integrity are also some other issues found with leadership.