Think You’re a Great Leader? These 3 Bad Habits Might Prove Otherwise

I recently got into a coaching assignment with a Manager, freshly promoted due to his exceptional technical skills.

He assumed that he could naturally inspire and guide his team without additional effort. He believed that his success in previous roles as a Senior Engineer and Tech Lead would seamlessly translate into leadership success.

However, he soon noticed that his team was disengaged and unmotivated.

Deadlines were missed, and the quality of work declined. It became evident that while he was an excellent individual contributor, leadership required a different set of skills.

Most managers think they’re natural leaders.

But true leadership isn’t defined by job titles or years of experience; it’s defined by the impact you have on your team.

If you’re a leader, your presence should motivate and inspire. But if you’re met with tension, frustration, or disengagement, your leadership style might need a closer look.

Your habits as a manager don’t just affect you - they shape the entire team dynamic, influencing morale, productivity, and even turnover.

Here are three common habits that can undermine your leadership and damage your team’s well-being:

1. Micromanaging Every Detail

Micromanaging kills creativity and autonomy.

When employees feel they have no room to make decisions, they become disengaged and stop taking initiative. Great leaders set clear expectations and trust their team to deliver. Instead of hovering, empower employees to own their roles, build confidence, and thrive in their responsibilities.

2. Inconsistent Communication

Poor communication creates confusion and frustration.

Managers who don’t communicate expectations, provide feedback, or check in regularly leave their teams feeling unsupported. Good communication isn’t just about being available; it’s about actively guiding and aligning your team with the broader vision. Make communication a two-way street, fostering openness and clarity.

3. Lack of Recognition and Appreciation

Recognition is one of the most powerful motivators, yet it’s often overlooked.

When managers fail to acknowledge hard work, employees feel undervalued and disconnected. A simple “thank you” or public recognition of achievements can go a long way in boosting morale and loyalty. Show appreciation regularly, and watch engagement rise.

True leaders focus on creating a positive, empowering environment for their teams. Take the time to build trust, value your team’s efforts, and communicate openly.

After all, leadership isn’t about you—it’s about the success and growth of the people you lead.

If you are a Manager or a Leader, here are three introspective questions to help you reflect:

• Am I trusting my team or micromanaging their every move?
• When did I last recognise a team member’s efforts?
• Do I clearly communicate expectations and follow up?

Do you come across managers with these habits? How often do you exhibit these habits yourself knowingly or unknowingly?

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