3 Dangers of Forced Leadership

By Jomel Alos

Updated Over a Week Ago

Minute Read

Every company has its share of both good and bad leaders. Good leaders can add a lot of value to your organization as they make employees happy while fulfilling their management duties at the same time.

You have good leaders if your managers have a clear vision of what your company aims to become and can communicate it to employees, so they feel motivated to work toward those goals.

This paves the way for a company culture where leaders drive the team’s success with valuable help from the rest of the team.

If good leaders encourage open communication, less effective leaders are not taking advantage of how two-way communication can bring about a collaborative and fun working atmosphere around the office. There’s no genuine teamwork that makes it difficult for the unit to stay together come hell or high water.

Where does the problem lie between becoming a good leader and a leader that doesn’t seem to make the cut? A lot of it may have something to do with the journey one had to go through before becoming a leader.

If you find yourself being given a leadership position out of necessity rather than out of your own free will and personal choice, there’s obviously the danger of starting on the wrong foot.

At best, you’ll be able to perform your responsibilities. But the results may not yield significant value for your team or the company. It may be that your decisions become clouded with uncertainties, a lack of perspective, or even a weak desire to excel.

Here are some ways that forced leadership can negatively impact a company:

1. Low Morale in the Workplace

As mentioned, leadership requires focusing on a given goal and strategizing around that goal. However, you can’t do it all alone. You need to be able to inspire your team to take action and execute your ideas.

Without adequate and relevant leadership experience, it’s easy to do anything that can leave employees feeling dissatisfied, from not having an open line of communication to giving unreasonable workloads or making constant changes to team processes.

2. Lack of Employee Engagement

In an ideal scenario, employees are putting in above-average efforts and lifting each other up.

Good leaders are effective in promoting a work environment where everyone feels that the team is there to support them instead of thinking that they’re on their own, which may go unnoticed if you have less experienced leaders in your organization.

All things considered, organizations need to establish an effective system of assessing leadership potential, recognizing those who have the best interests of the company and its employees at heart.

3. Poor Employee Retention

Much has been said about employees wanting to work with a company for as long as possible but still choosing to leave because of bad managers.

When company leadership is weak, employees know they also have little chance of growing professionally, so they would rather bring their talent and vision someplace else.

How Do You Avoid Forced Leadership?

If you have ideas you feel like sharing that might be helpful to readers, share them in the comments section below. Thanks!

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Jomel Alos
Jomel Alos
Jomel Alos is a Consultant at Guthrie-Jensen Consultants, a management training, and consultancy firm in the Philippines. He enjoys sharing his knowledge on human resource solutions, as well as helping businesses achieve greater growth, competitiveness, and profitability.
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