Tag: personal-development

In recent blogs, we explored effective leadership approaches that help small business owners succeed. But many leaders still struggle to manage employees well. In fact, a study by Cake.com found that only 29% of employees trust their leaders, and just 20% believe they’re managed in a way that helps them work productively.

If you feel frustrated in your role as a leader, it may help to recognize which management styles are ineffective—and more importantly, how to correct them. Let’s look at four of the most common ineffective leadership styles and practical ways to overcome them.

Micromanagement

Micromanagers closely monitor every action their employees take. They resist delegating, and when they do, they often interfere with the work and demand constant updates. This creates an atmosphere where employees feel distrusted, fearful of mistakes, and discouraged from being creative. The result? Low morale, reduced productivity, and high turnover.

How to overcome micromanagement:

• Acknowledge the behavior and identify the root cause. Is it fear of failure? Perfectionism? Lack of trust?
• Start small by delegating low-risk tasks. Give clear expectations but avoid dictating every step.
• Focus on goals and outcomes, not micromanaging the process.
• Celebrate employee creativity and innovation.
• Schedule regular check-ins rather than constant oversight.
• Ask employees for feedback on how empowered they feel.
• Invest in leadership development training—for yourself and your team.

Authoritarian Leadership

Authoritarian leaders make decisions alone, without input from their employees. While this style may feel efficient, it creates a fear-based culture, stifles creativity, and leaves employees disengaged.

How to shift away from authoritarian leadership:

• Reflect on why you lead this way—often it’s driven by fear of failure or a need for control.
• Invite feedback and listen to your employees’ concerns.
• Delegate tasks and focus on results rather than process.
• Adopt a coaching mindset: guide and encourage rather than command.
• Encourage collaboration and shared decision-making.
• Celebrate progress when you successfully empower employees.

Passive (Hands-Off) Leadership

At the opposite end of the spectrum, passive leaders avoid leading altogether. They focus only on their own tasks, leaving employees without direction or support. Conflicts go unresolved, decisions are delayed, and performance suffers.

How to become more engaged as a leader:

• Acknowledge the avoidance. Remind yourself that you were chosen to lead because you are capable.
• Ask your employees what they need from you and really listen.
• Work with your team to set goals, priorities, and clear expectations.
• Interact regularly and provide feedback—both praise and constructive guidance.
• Gather information before making decisions rather than avoiding them.
• Empower your team to make decisions and develop their skills.

Indecisive Leadership

Indecisive leaders procrastinate on decisions out of fear of mistakes. This creates confusion, frustrates employees, and causes missed opportunities for growth. Over time, employees lose confidence in their leader.

How to overcome indecisiveness:

• Revisit why you started your business and define three priorities to guide your decisions.
• Create a decision-making process (such as pros/cons lists or SWOT analysis).
• Set deadlines to avoid procrastination.
• Delegate decision-making where appropriate to reduce your burden.
• Build confidence by making smaller, low-risk decisions first.
• Accept that mistakes are part of leadership—learn from them and move forward.

Final Thoughts

As you can see, many of the corrective steps apply to more than one ineffective leadership style. Each plan of corrective action involves building relationships and trust with your employees. Whether you are a small business owner or a team leader within a company, your employees are your greatest assets. Treat your employees with respect and build their confidence so that they will partner with you to accomplish the goals of your company.

This blog concludes our leadership series, where we’ve explored both effective and ineffective leadership styles. Over the past several weeks, we’ve looked at transformational, servant, and coaching leadership—styles that inspire, guide, and empower employees. We’ve also examined the challenges of leading different generations in the workplace. Now, by addressing ineffective patterns such as micromanagement, authoritarianism, passivity, and indecision, you have a full picture of what to avoid and what to strive toward. Strong leadership is not about perfection—it’s about growth, self-awareness, and a commitment to creating a culture where both you and your employees can thrive.

In the last few blogs, we’ve explored six effective leadership styles: servant, transformational, results-driven, hands-on, adaptive, and coaching.

While no single style works best for every employee, servant leadership consistently ranked highest across most generations of workers. Beyond boosting morale and engagement, servant leadership can also improve the bottom line. A 2023 study found that business owners who shifted to a servant leadership approach saw an increase in profits.

What Makes a Servant Leader?

Servant leaders stand out by:

• Allowing employees to share their feelings and suggestions
• Listening to feedback from employees, customers, and stakeholders
• Admitting mistakes and acknowledging they don’t have all the answers
• Recognizing the contributions of others
• Leading with authenticity
• Committing to personal growth and improvement
• Building a culture of trust and safety

Jesus modeled this style of leadership, reminding His disciples:

“Whoever wants to become great among you must be your servant, and whoever wants to be first must be slave of all. For even the Son of Man did not come to be served, but to serve.”               — Mark 10:43–45

How Servant Leadership Benefits Businesses

Servant leadership doesn’t just feel good—it produces tangible results that can strengthen and grow a business:

1. Greater Employee Engagement

• Employees feel valued, connected, and empowered in their roles
• Engaged employees are more likely to stay, reducing costly turnover
• Lower turnover = reduced hiring/training expenses = higher profits

2. Stronger Customer Relationships

• Servant leaders prioritize customer needs and resolve issues quickly
• Genuine care builds loyalty and trust
• Better service and stronger relationships = repeat customers = higher revenues

3. More Innovation and Adaptability

• Employees feel safe suggesting improvements and new ideas
• A culture of trust encourages flexibility and openness to change
• Increased efficiency and adaptability = happier customers = higher profits

4. Ethical Business Practices

• Servant leaders model integrity in all dealings
• Customers, employees, and partners are more likely to trust the business
• Strong partnerships and customer loyalty = sustainable growth

5. Inspires Employees with a Sense of Purpose

• Employees who believe in the mission bring passion and energy to their work
• Purpose-driven employees are more productive and efficient
• Greater productivity = lower costs = stronger profitability

Final Thoughts

Practicing servant leadership fosters a culture of trust, respect, and collaboration. These qualities not only make the workplace more positive but also contribute to long-term profitability.

The apostle Paul captured this spirit well:

“Do nothing out of selfish ambition or vain conceit. Rather, in humility value others above yourselves, not looking to your own interests but each of you to the interests of the others.” — Philippians 2:3–4 (NIV)

When business owners choose to serve first, both people and profits thrive.