Avoiding difficult conversations
Confrontation is uncomfortable but avoiding tough discussions is a hallmark of ineffective leadership. Leaders who shy away from addressing performance issues, conflicts or misaligned expectations let small problems snowball into major setbacks. This avoidance can also breed resentment among team members who perceive the leader as weak or disengaged.
How to turn it around: Develop the courage to have honest conversations. Approach these discussions with empathy and a focus on solutions rather than blame. Constructive feedback is essential for growth and addressing issues promptly prevents long-term damage to the team dynamic.
Operating a one-way street
Feedback applies to you as much as the team you’ re leading. Leaders who can’ t take feedback from their team or peers often create an echo chamber where only their perspective matters. This resistance stifles innovation and alienates employees who feel unheard and undervalued.
How to turn it around: Cultivate a growth mindset. Actively seek feedback from your executive or wider team and act on it. Acknowledge your blind spots and demonstrate a willingness to learn and improve. When colleagues see their input valued, they’ re more likely to stay engaged and invested in your success.
Ignoring employee wellbeing
Ineffective leaders often prioritise results over people, neglecting the emotional and physical wellbeing of their team. Signs include dismissing concerns about workloads, failing to recognise achievements and maintaining a‘ work harder’ mentality without offering support.
How to turn it around: Adopt a people-first approach. Show genuine concern for your team’ s wellbeing by listening to their needs, providing resources, and recognising and rewarding their efforts. Burnout isn’ t a badge of honour. It’ s a signal that something needs to change.
Top tip: I implemented a four-day working week in my own organisation because I knew the construction industry bred toxicity and mental health impacts a huge number of workers. Robust policies such as this not only reflect the modern working environment but support employees who may be struggling in silence. Rather than waiting for people to come up to you, taking action and stepping up work perks shows pragmatism and empathy, and will be hugely beneficial in the long run. While as an EA you may not have the power to implement such policies, you can still adopt a similar approach within your vicinity and suggest ideas to your executive.
Drifting without direction
Micromanagement: A trust deficit
Micromanagement is one of the clearest indicators of ineffective leadership. Those who constantly oversee every minor detail of their team’ s work signal a lack of trust in their employees’ abilities. This behaviour not only stifles creativity but also demoralises team members who feel their contributions are undervalued.
How to turn it around: Shift from controlling to coaching. Encourage autonomy by setting clear expectations and providing guidance without suffocating oversight. When employees feel trusted, they’ re more likely to take ownership of their work and deliver better results.
A leader without a clear vision leaves their team adrift. They might focus too much on day-to-day tasks without tying them to a broader purpose, leading to disengagement and confusion about priorities. To kick off this year the right way, outline a monthly plan and encourage contributions. Inclusive leadership is about sharing and embracing different ideas and not thinking that your way is necessarily the direction you should take. Clarity is essential for a united and harmonious team.
How to turn it around: Articulate a compelling vision and connect it to the team’ s efforts. Inspire your team by showing them how their work contributes to the bigger picture. A clear sense of purpose ignites passion and motivation, turning tasks into meaningful contributions.
Summer Issue 2026 | Executive PA 53