Business is an active, demanding endeavor. Only those who consistently apply themselves succeed. Organizations that thrive require leaders who actively dream, plan, engage, solve, pursue, and network. It’s a lot of work, and there’s no finish line.
But no one can keep up the pace indefinitely. Every leader experiences profound peaks and valleys—seasons of being on track or feeling lost. Organizations flourish when their leaders are in sync and on their game, and they flounder when their leaders drift off course.
Leadership drift is increasingly responsible for management failure and turnover. Many leaders face forceful influences and events that detrimentally change them, diminishing their organizational influence and reputation. Drifting off course is a subtle process that can gradually steer leaders in the wrong direction.
All leaders experience drift at some point in their careers. The greatest danger is failing to recognize it and taking steps to reverse it. Prolonging a short stretch of drift can render it irreversible, leading to career and team failures. Fortunately, leaders can take concrete steps to prevent irrevocable consequences.
Signs and Symptoms
As the word implies, “drift” is a loss of direction or purposefulness. Any pattern of behavior that reduces a leader’s impact or influence is cause for concern. Leaders who have forgotten their core mission have drifted, explains Cornell University organizational-behavior professor Samuel Bacharach, PhD, in “How to Avoid Leadership Drift” (Inc.com, April 2016).
Drifting manifests in a variety of ways, signaling that leaders have distanced themselves from their roles. It can be linked to a loss of interest or control. Expressing apathy toward current issues or projects is a discernible sign, as is coasting on past accomplishments. Drifting leaders often concede their principles or work ethic, permitting situations they would not have tolerated earlier in their careers. Adopting a hands-off management style is a common indication that a once-diligent leader has drifted.
Leaders who isolate themselves from colleagues or resist feedback may have succumbed to drift. Shutting down, contributing less, and making fewer decisions are all red flags. Drift progresses slowly, much like a boat moving away from shore. By the time employees begin noticing changes, leadership drift may have been occurring for some time.
Why Leaders Drift
All leaders endure impactful changes or trials. Troubling life events can profoundly affect one’s behavior, mindset, or motivation, notes Brigette Tasha Hyacinth, MBA, in Purpose Driven Leadership: Building and Fostering Effective Teams (2017). Challenges often shuffle priorities and strain perspective on personal matters, leading to loss of enthusiasm and determination.
Alternatively, drift can follow periods of overwork and burnout. Leaders who run on fumes become ineffective, and their roles are compromised. On the other end of the spectrum, drift can result from boredom. Leaders who aren’t challenged lose interest and motivation, eventually abandoning their responsibilities.
Leaders who have been burned by setbacks may avoid risk-taking, choosing to settle into comfort zones where they perceive less stress. This coasting behavior leads to drift, as does a sense of entitlement or pride that results from rapid success or advancement.
Drift’s Damages
Drifting from responsibilities has consequences for leaders, their teams, and the organization. The earliest effects are operational: missed deadlines, ruined efficiencies, costly mistakes, and poor financials. These setbacks are accompanied by employee dissatisfaction, low morale, and production deficits, causing a downward spiral.
Drifting leaders also miss opportunities for improvement and innovation, further tarnishing their reputations. Leaders who drift risk career reassignment, demotion, or dismissal. More importantly, drift causes a loss of values, which can lead to mediocrity and organizational failure.
Conquering Drift
As C.S. Lewis wisely stated, “If you are on the wrong road, progress means doing an about-turn and walking back to the right road.” Drifting leaders rarely have an accurate picture of their situation, so an honest evaluation by a trusted colleague, mentor, or leadership coach is crucial.
A proper assessment provides feedback and direction, helping leaders understand the reasons for drift. Regular assessments allow for tracking progress and correcting issues early. Leaders who regain their passion can reconnect with their original motivations, reassess their values, and put drift in perspective.
Leaders are wise to consider these fundamentals:
- We achieve satisfaction by applying ourselves.
- We fulfill our roles by serving and enhancing others.
- Drift drives decline, not safety or preservation.
- Continuous self-reflection and honesty are essential to prevent drift.
Leaders must remain engaged, monitor their performance, and maintain accountability to reverse and prevent drift. By doing so, they can reignite their passion, refocus on their purpose, and lead their organizations to success.
