6 Dumb Leadership Mistakes
Some leadership mistakes are intentional.
You know that not getting rest harms you. So does too much sugar, not enough exercise, or too much alcohol. But …
6 Persistently Dumb Leadership Mistakes
#1. Pretending not to see a problem
We know problems grow but imagine they’ll go away by themselves. Maybe someone else will fix it. Avoidance is a seductive liar.
#2. Procrastinating
You know delay increases stress. You do it anyway. You imagine a more capable future self. But the only benefit of procrastination is future pain.
#3. Scratching Your Digital Itch
Distraction dilutes you. Phones hijack attention and mood, but you still swipe up. Still text during meetings.
#4. Interrupting
You know it shuts others down. The impulse still fires.
#5. Saying yes when we want to say no
Guilt whispers “just do it.” Ego believes saying yes makes you look good. The result is fatigue and resentment.
#6. Complaining
We know it doesn’t help. It just feels good in the moment.
Realities of Change
Awareness doesn’t change dumb leadership mistakes.
You make excuses. Hide behind justifications. And knowingly act destructively.
Change is likely when…
#1. Pain Intensifies
Discomfort motivates change.
Awareness informs. Discomfort transforms.
#2. Personal Identity Clarifies
Leadership mistakes aren’t who you are.
Identity shifts invite new behaviors.
#3. Replacement Behaviors Activate
You don’t stop self-destructive actions. You replace them.
Stopping creates a vacuum. Replacing creates action.
#4. Support Feels Enabling
People don’t change alone.
Shame isolates. Healthy accountability empowers.
Support sustains. Isolation defeats.
#5. Early Wins Abound:
Momentum begins small.
Big wins don’t work. Momentum is a series of small successes, not grand intentions.
You don’t change because you “know better.”
You change when the pain rises, identity shifts, new behaviors take root, support surrounds you, and small wins stack up.
Which dumb leadership mistakes do you frequently see? What can be done about them?
Why Spart Leaders Do Stupid Things (Book)
One of the biggest leadership mistakes is believing that you must always have an answer in the moment. Being able to provide an answer on the spot, even if wrong, makes people feel intelligent or important. However, saying you don’t know but will find out for someone demonstrates a willingness to learn and an understanding that we really don’t know everything. Took me a while to learn this one but it is one that I have held onto for years.
A corporate leader at Chick Fil A agrees with you. I asked him what he would tell his younger self. He said, “Don’t pressure yourself to have all the answers.”
I can see where this is a self-imposed mistake.
Thanks for sharing your insight.
Dealing with symptoms, not the real problem.
Allowing discussion to go on and on and on before making a decision.
Confusing lack of confidence with lack of skill.
Always using the same leadership style regardless of the situation.
Not listening to fully understand.
Not reading the leadership Freak blog.
My favorite is, “Confusing lack of confidence with lack of skill.” People don’t like to fail. Encouraging people to challenge themselves could include developing new skills.
#4. Interrupting
You know it shuts others down. The impulse still fires. / Ouch. This is so true – I do know internally that this shuts people down, but I still give into this temptation at times – especially when I feel defensive. This was a great reminder – excellent post.
You are so right. I feel it. I still work on keeping my lips together. Eagerness to talk means listening already ended.
and how do we help and make our colleague aware that they are the constant “interrupter” who shuts people down without making them defensive or lose their collegiality?
Hi Coral. Great questions. It depends on your temperament. First, in general, people treat us the way we allow them to. If you are an introvert or more timid, let them finish talking. When they are done say, I’d like to finish what I was saying before we move on. If you are an extravert or more bold, interrupt them. “Please let me finish.”
The hard part is keeping your train of thought while trying to navigate interruptions.
I wouldn’t assume it’s malicious. You might adopt a specific strategy and see how it works. If it doesn’t help, try something else. Perhaps it’s as simple as holding your hand up.
If you have a good relationship, have a conversation. Something like, “You may not know but you frequently interrupt me.” Don’t generalize and say you always interrupt everyone. Make it personal. Use “I.” Tell them you will hold your hand up when it happens to signal them. They might be thankful for your help.
Thanks for asking. It’s a challenge, especially if you’re dealing with a superior.
I joke about going through a lot of Lip Zip and Tongue Guard (biting your tongue without it hurts).
Great strategy! I’m heading to the store.
This piece is spot-on. Most leadership failures aren’t rooted in ignorance—they come from the small choices we already know are unproductive but justify anyway. Avoiding problems, procrastinating, saying yes when we shouldn’t… these aren’t knowledge gaps; they’re discipline gaps. And the real insight here is that awareness alone never changes behavior. More leaders need to understand this:
Leadership isn’t about knowing better. It’s about choosing better—consistently, deliberately, and with others beside us.
What a great sentence, “leadership isn’t about knowing better. It’s about choosing better….”
On the discipline topic. I find the longer the day gets the less discipline I have.