WHY YOU FAIL AT MEETING YOUR TARGET

3 Reasons That Leaders Fail to Hit Their Goals

Leaders are expected to reach the objectives assigned to the work team. It is essential that a leader can motivate and direct subordinates, but this is not always easy. There are obstacles along the way, and these can frustrate even the most talented.

A way to avoid the trouble is to be able to recognize it. Leaders will fail to meet the mark with their subordinates, and not achieve desired results, for the following reasons.

  1. Over Focused on Politics

This has nothing to do with the recent elections. Rather, it is the interaction in the office among peers and in dealing with either superiors or subordinates. You cannot avoid office politics, but a challenge arises when a leader becomes more concerned relationships than results. While you still must deal with office politics, you can manage political situations and achieve your goals without compromising your values.

A leader sets the standard. This individual holds fairness and truth to be more important than any short-term advantage. Values are important ways to motivate subordinates; if they know you have them, they respect you and work harder. Confronting team politicians and asking them to talk about their problems sends a message to everyone else that you will not ignore backstabbing when it surfaces.

  1. They Don’t Communicate or Connect with Followers

Leaders can be brilliant and experts in their field. It doesn’t mean that they can get the message across to subordinates. It can happen that these people will pontificate, and not be willing to listen to a different opinion. That is a bad mistake in this modern economy. It isolates the leader from his or her team. What is even worse is that subordinates are encouraged to be silent. It has consequences because they happen to be closest to the activity and spot problems faster than any overseeing manager. Mistakes happen, but they are not voluntarily reported if employees do not feel they have a voice. It can happen that a highly intelligent leader is going to fail because of an inability to communicate effectively with others.

There is much more to communication than giving a lecture. Listening is a critical skill for any leader. An effective leader is an active listener who will focus on verbal and nonverbal language. Concentrating on the speaker and ignoring any interruptions allows for a connection with an employee. It lets that person know that he or she is valued. Moreover, it is a great learning experience for the leader. Subordinates do have ideas that can be entirely different from what the leader has, and these can contribute to reaching needed goals and objectives.

  1. Some Leaders are Too Reactive

Leaders enjoy making decisions and developing a reputation for being problem solvers. The difficulty with this is the same leader may want to take on all the responsibility of making decisions. They will address issues as they arise and do not have much time to plan. The team members and subordinates all wait for this person to make a decision. They lack the independence needed to take ownership of a project. Reactive leaders are prone to concentrate on office politics and are the exact opposite in temperament of creative leaders.

Promoting ownership with team members and subordinates is a way to get away from reactive bad habits. In fact, what has already been mentioned about communication and dealing with office politics are ways to move more towards creative leadership. A smart leader always wants to empower those who report to him or her. It is a way to make certain that goals and objectives are effectively reached.

Leadership is a career-long journey. You never become a leader overnight, and you have to be open to new ideas and a fresh way of approaching things. The bureaucratic mindset once worked, but no longer. You must be able to effectively communicate and collaborate with team members and subordinates to be successful. A smart leader is always going to do a little bit of self-analysis. The reflection enables this person to examine whether the existing management style should be fine-tuned. If that is the case, a leader needs to adopt different behaviors and outlooks. It ought to be done as soon as possible for the good of the order.