5 Ways Leaders Self-Sabotage & 5 Ways to Stop It!
Leadership isn’t about being perfect…… it’s about resilience, adaptability, and growth, well just to name a few. Yet even the most well intentioned leaders can fall into patterns of self-sabotage. These patterns don’t just harm them. Unfortunately, those patterns can ripple out, affecting teams, culture, and even results.
Here are five common traps leaders fall into and how to break free.
1. Micromanaging
Micromanagement often comes from the stress or fear that mistakes will reflect poorly on the leader or that letting go means losing control. Teams under a micromanager feel suffocated, disengaged, and uninspired to bring forward new ideas. However, some leaders may feel that micromanagement is warranted if they do not trust the team members to get the job done, and this can be for a variety of different reasons.
Help: More clarity is needed between the leader and team. The leader should set clear expectations for productivity, share the “why” behind the work, and then step back. Trust builds engagement, and engagement builds results. Trust also needs clear communication, so regular scheduled check-ins with work tasks may help the leader feel more at ease. Also, during the check-ins, the leader could assess the skill level of the team and recommend any professional development that is needed. When the leader can witness the team’s positive outcomes, this can reinforce delegation and independence.
2. Avoiding Difficult Conversations
Leaders who avoid constructive conflict may think they’re protecting harmony, but in reality, silence creates bigger problems. Unaddressed issues can create resentment, miscommunication, and team dysfunction. This can destroy the leader’s credibility because people notice when leaders refuse to confront what matters.
Help: Reframe tough conversations as opportunities for growth. Although conflict can be scary at times, having a plan for conflict resolution is important. The leader can consult with another colleague, or better yet, a professional (i.e. Leadership Resilience Strategist). The leader can focus on respect, and not blame, and create a plan of action for all parties involved. Remember, it is better for the leader to control the conflict vs the conflict controlling the leader.
3. Neglecting Self-Care
Many leaders pride themselves on being the hardest workers in the room, but this often backfires. When leaders run on empty, they lose clarity, patience, and creativity…..the very qualities their teams need most.
Help: Treat self-care as a leadership responsibility. Rest, reflection, healthy activities, and boundaries can make leaders sharper and more effective. A healthy leader sets the tone for a healthy team.
4. Chasing Perfection
Perfectionism slows progress and creates fear. Leaders stuck in “it’s not good enough” mode stall projects, exhaust their teams, and miss opportunities to learn through action. And I'm not even going to mention the affects it has on mood changes.
Help: Trade perfection for progress. Encourage experimentation, celebrate learning from mistakes, and model flexibility. Excellence comes from practice and growth, not fake perfection.
5. Ignoring Their Own Growth
Leaders often dedicate energy to developing their teams but can neglect their own development. Over time, this creates blind spots, outdated thinking, or refusal to change. When leaders stop learning, organizations stop evolving.
Help: Start with self-reflection and asking questions. The leader can ask, “What do I need,” “Am I being honest about my feelings?” “Do I need a positive outlet for coping?” Leaders can also seek mentors, welcome feedback, and invest in training or coaching. The best leaders model growth by showing they, too, are willing to evolve.
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