When was the last time you experienced leadership drift? Was there any fallout? If you’re anything like the leaders I talk to regarding this subject, the answer is probably “yes.” As a coach, I often see the fallout of leadership drift first hand…
Fallout: Management Failure
Leadership drift’s most immediate effects hit the operations level. Leaders who lose track of their purpose and discount critical duties cede control and oversight. This causes a variety of setbacks: missed deadlines, ruined efficiencies, costly mistakes and poor financials. Problems may emerge slowly, but they can cascade rapidly.
Fallout: Turnover
Operational stumbles are often accompanied by damage to human capital. When the machinery begins to groan, so do people. Setbacks and challenges give rise to employee dissatisfaction, low morale and production deficits. Employee frustration compounds operational dysfunction, and the downward spiral continues.
Fallout: Poor Decision-making
Drifting leaders are likely to miss important tactical information concerning day-to-day happenings. This handicaps their decision-making abilities. When they make poor decisions and fail to perform due diligence, outcomes suffer—along with reputations.
Fallout: Missed Opportunities
Drifting leaders also miss opportunities. They forfeit their ability to make improvements, changes or corrections, especially when problems result from their lack of oversight. Missed opportunities tarnish leaders’ legacies. They fall behind in dynamic activities and are left out of the planning and developing processes, further limiting opportunities.
Fallout: Career Impact
Leaders who develop a reputation for trailing behind soon fall out of favor, and career prospects grow dim. Drifting is a common cause of leadership reassignment, demotion or dismissal. In their shortsightedness, drifting leaders often blame their environment, team or upper management for their misfortune. A qualified leadership coach can help leaders grasp the internal reasons for drift.
Fallout: Loss of Values
Drift’s most unfortunate outcome is a loss of values, notes Brigette Tasha Hyacinth, MBA, in Purpose Driven Leadership: Building and Fostering Effective Teams (independently published, 2017). Conceding on excellence and accepting mediocrity lead to habitually cutting corners, justifying mistakes and lowering standards. The organization is ripe for failure, making victims of every employee.
This may seem like all doom and gloom, but you can see why it’s vitally important to spot leadership drift in time to prevent damages. Would you agree? I’d love to hear from you. You can call me at 561-582-6060, let’s talk. And as always, I can be reached here, or on LinkedIn.
