By Anne Dranitsaris & Heather Dranitsaris-Hilliard
5
22 ratings
The podcast currently has 82 episodes available.
These days it's increasingly common to hear leaders describe themselves as "a little ADHD," citing high energy and impulsive decisions as both a strength and a challenge in their professional lives. The same traits, often seen in some of the most successful organizational leaders, drive innovation and quick decision-making but can also lead to chaos, confusion, and increased insecurity among team members.
In this episode, we’ll help listeners understand the complexities of chaotic leadership and its impact on accountability, exploring how the dynamic interplay between resilience, adaptability, and the need for structure and consistency affects organizational effectiveness. Through stories and our own experiences—like executives who pivot strategies with alarming frequency, and project leads struggling with maintaining a steady course—we will discuss the consequences this leadership style poses on the stability of the business.
Tune in to gain practical advice on how to identify and address chaotic leadership within your organization. From fostering self-awareness among leaders to implementing strategies for clarity and communication, we'll provide actionable insights to help you navigate the challenges and maximize the potential of your team. Don't miss out on this opportunity to unlock the secrets to fostering accountability and driving success in your workplace.
If you want to know more about leading effectively, check out our book, "So, You Think You Can Lead?": www.amazon.ca/dp/B07QMVKNSV/
Register for our ‘Why Leaders Avoid Fostering Accountability’ webinar where we delve into 4 mistakes that contribute to a lack of accountability in your organization and what you can do about it: www.leadingwithauthority.com/accountability
IN THIS EPISODE:
[01:25] Episode Introduction
[02:50] What Is a Chaotic Leader?
[09:05] Why Chaotic Leaders Thrive in Uncertainty?
[18:40] Consequences of Chaotic Leadership
[24:48] Episode Gem
[27:14] Episode Wrap Up
KEY TAKEAWAYS
Have you ever noticed how some teams don't hit their targets, despite having leaders who seem really supportive and caring? Or maybe you've seen situations where everyone seems happy, but the actual work results just aren't there? If these situations sound familiar, you're not alone, and we've got just the topic for you in our newest podcast episode - Unseen Barriers to Accountability Caused by Over-Nurturing Leaders.
In this episode, we're taking a close look at a trend where leaders, in their effort to avoid conflict and keep everyone (including themselves) comfortable, might actually be holding their teams back from achieving their best. We'll talk about what happens when leaders focus more on their team’s feelings, as well as being liked and avoiding tough conversations, rather than on setting clear goals and expectations.
Join us as we discuss real-life examples and share insights on how this well-intentioned approach can lead to a workplace where accountability is lost, and high performance is the exception, not the norm. This conversation is crucial for anyone who wants to understand the delicate balance between supporting and enabling their team.
Tune in to get practical advice on how leaders can foster an environment that values growth and accountability while still being supportive. Whether you're a leader yourself or part of a team, this episode will offer valuable perspectives on improving workplace dynamics and achieving better results.
If you want to know more about leading effectively, check out our book, "So, You Think You Can Lead?": https://www.amazon.ca/dp/B07QMVKNSV/
Register for our ‘Why Leaders Avoid Fostering Accountability’ webinar where we delve into 4 mistakes that contribute to a lack of accountability in your organization and what you can do about it: https://www.leadingwithauthority.com/accountability
IN THIS EPISODE:
[01:39] Episode Introduction
[03:06] What Is an Over-Nuturing Leader?
[14:52] Why Do Leaders Over-Nuture?
[18:03] Consequences of Over-Nurturing Leadership
[30:39] Episode Gem
[33:36] Episode Wrap Up
KEY TAKEAWAYS:
· Over-nurturing leadership can inadvertently hinder accountability and excellence within teams by prioritizing emotional comfort over performance. It creates an environment where subjective feelings significantly influence decision-making processes, often at the expense of objective analysis and professional accountability. This approach may lead to a culture of mediocrity where high performers feel demotivated.
· Leaders may adopt an over-nurturing approach due to a lack of confidence in handling difficult conversations, unresolved emotional needs, or a misunderstanding of what true support entails. Without proper leadership training, these leaders may default to what feels most comfortable or familiar to them.
· Striking a balance between empathy and accountability is essential for effective leadership. Leaders need to provide clear expectations, offer direct and honest feedback, and cultivate an environment that values constructive criticism while still considering the emotional well-being of their team members.
· Whether you're a seasoned leader or a new manager, join us in this enlightening Accountability Blockers series on the Dismantling Dysfunction Podcast as we pull back the curtain on what's really going on. Remember, if you need help dealing with dysfunctions at work or in your personal life, reach out to us.
Imagine your team is on a tight deadline, but when you reach out to your leader for crucial feedback, they're nowhere to be found. Their office is empty, their Teams status says 'Do Not Disturb,' and there's no response to emails, DMs, or Messenger. This scenario is all too familiar for many, reflecting a leadership gap where guidance and support are needed the most. In today's episode, we talk about the challenges posed by leaders who disappear, leaving their teams to navigate obstacles without any direction.
During the podcast, we explore the impact of leaders who disappear on accountability, productivity, and team morale. We also address the issue of why some leaders withdraw during critical moments, avoiding decisions, feedback, and conflicts, leaving frustrated peers and direct reports in their wake.
Our discussion includes strategies for identifying and addressing the issue of disappearing leaders. Understanding the reasons behind this behavior is the first step. We also consider measures to improve leadership presence and accountability, emphasizing the importance of communication and clear expectations.
Listeners will find relatable experiences and practical advice in this episode. From real-life examples of leadership absence and its effect on team performance to actionable solutions for fostering engaged and present leadership, we cover the essentials for anyone facing this challenge.
Join us as we tackle how to turn absent leaders into engaged, accountable figures who drive team success and maintain high morale. This conversation is a must-listen for anyone seeking to bridge the leadership gap and promote a culture of accountability within their teams.
If you want to know more about leading effectively, check out our book, "So, You Think You Can Lead?": https://www.amazon.ca/dp/B07QMVKNSV/
IN THIS EPISODE:
KEY TAKEAWAYS:
Register below for our upcoming exclusive webinar, Why Leaders Avoid Fostering Accountability, where we delve into 4 mistakes that contribute to a lack of accountability in your organization and what you can do about it. Link: https://www.leadingwithauthority.com/accountability
Picture this: you step into your workplace, a space where you spend most of your waking hours, only to face subtle threats, overt hostility, or being outright ignored by your leader. Instead of feeling supported, you have a leader who resorts to bullying behavior to either make themselves look good or to get things done.
While some leaders believe behaviors like yelling and dressing you down for a minor mistake are a sign of strength, more often, it's about control and insecurity. So why does this happen, and why is it normal in many organizations? Usually, it's because of a lack of leadership development and emotional intelligence and because the culture allows it. When they don't know how to consciously manage performance, they overpower, thinking it's going to motivate.
And the impact it has on accountability is measurable. Instead of motivating, it backfires, and this type of leadership behavior causes employees to shut down, not level up. Other effects – increased stress, anxiety, reduced job satisfaction, and a significant hit to both morale and productivity in the workplace negatively impact productivity, accountability, reduced innovation, and elevated staff turnover.
In this episode, we explore the impact of bullying leaders on accountability. In addition to showing some of the ways bullying occurs, we'll provide insight into the reasons behind some leaders' unintentional use of bullying behaviors.
Join us in this episode in the series on accountability so that bullying and other dysfunctional leadership behaviors don't become 'normalized' in your organization. Changing your approach to leadership can revolutionize your and your employees' work experiences. Don't miss out on this crucial conversation!
If you want to know more about leading effectively, check out our book, "So, You Think You Can Lead?": https://www.amazon.ca/dp/B07QMVKNSV/
IN THIS EPISODE:
KEY TAKEAWAYS:
Have you ever seen a spark of creativity extinguished by a single dismissive remark from a leader? If so, you're not alone. In this episode of Dismantling Dysfunction, we talk about the unconscious shaming done by leaders and peers and reveal how this pervasive issue chips away at team morale and damages a culture of accountability. Imagine the chilling effect when a team member's bright idea is met with a "That's been tried before. Didn't you do your homework?" The room falls silent, the employee's spirit deflates, and a wave of discomfort spreads through the team.
Join us as we discuss the subtle ways leaders, often unknowingly, demoralize their teams. We explore how this is not about intentional harm but about often unexamined behaviors that go unaddressed. We uncover the effects of thoughtless comments and how these can create a culture of fear and silence. This conversation isn't just about pointing out the problem; it's about understanding the profound impact of our words and actions in leadership roles and how we can use empathetic communication to motivate our teams.
Tune in to this episode to hear all about the complexities of unconscious shaming in leadership. We offer a unique perspective, blending stories with strategies for change, guiding both leaders and team members toward creating a more positive and accountable work environment. Tune in to learn how to recognize these patterns, the importance of emotional intelligence in leadership, and how nurturing the culture of accountability can transform team dynamics. Don't miss this crucial conversation—it's a game-changer for anyone committed to building a healthier, more collaborative workplace culture!
If you want to know more about leading effectively, check out our book, "So, You Think You Can Lead?": https://www.amazon.ca/dp/B07QMVKNSV/
IN THIS EPISODE:
● [01:33] Episode Introduction
● [02:50] What Is Unintentional Shaming?
● [08:01] Effects of Unintentional Shaming
● [18:59] Why Leaders Unintentionally Shame Employees
● [27:54] Episode Gem
● [31:07] Episode Wrap Up
KEY TAKEAWAYS:
● Many organizations face challenges to employee accountability due to leaders who shame their employees unknowingly. This isn't about intentional cruelty but rather subtle behaviors and language that undermine individual and team morale. It's not like they set out to hurt people with their behavior; for most of them, it's an unconscious self-protective strategy.
● Some leaders believe that shaming employees can be a motivating force, not realizing the negative impact it can have on morale and productivity. This approach stems from a misunderstanding of what truly motivates individuals. Rather than fostering motivation, it instills fear, reduces self-esteem, and creates mistrust and hostility.
● Shaming is often a defense mechanism used to mask personal insecurities and cope with stress. Feeling uncertain about their leadership capabilities, leaders may unconsciously project these feelings onto their employees. This projection can manifest as shaming or belittling behavior, where the leader deflects attention from their insecurities by focusing on the perceived shortcomings of their team members.
● Whether you're a seasoned leader or a new manager, join us in this enlightening Accountability Blockers series on the Dismantling Dysfunction Podcast as we pull back the curtain on what's really going on. Remember, if you need help dealing with dysfunctions at work or in your personal life, reach out to us.
In the latest episode of "Dismantling Dysfunction," we delve into the significant impact of narcissistic leadership on workplace accountability. We highlight the unique challenges posed by leaders who exhibit narcissistic traits such as a grandiose sense of self-importance, a constant need for admiration, and a lack of empathy towards others. The discussion underscores how these characteristics lead to a toxic work environment, where credit hoarding, denial of mistakes, and gaslighting are prevalent.
A key focus of the episode is the detrimental effect these leadership styles have on organizational culture. Narcissistic leaders often create a culture of blame and secrecy, hampering open communication and effective decision-making. This atmosphere not only erodes trust within the team but also hinders the organization's overall progress and adaptability. The hosts emphasize the necessity for transparent and empathetic leadership, which is crucial for fostering a positive and productive work environment.
Tune in to find out practical strategies to manage and mitigate the challenges posed by narcissistic leaders. Learn the importance of maintaining consistent standards of accountability and not taking the behavior of such leaders personally. By promoting alignment with stated goals and behaviors, organizations can effectively counteract the negative impact of narcissistic leadership, ensuring a healthier, more accountable workplace culture. The episode serves as a valuable resource for leaders and professionals seeking to navigate and transform challenging leadership dynamics and blockers to accountability in their organizations.
If you want to know more about leading effectively, check out our book, "So, You Think You Can Lead?": www.amazon.ca/dp/B07QMVKNSV/
IN THIS EPISODE:
● [00:00] Episode Introduction
● [03:42] Narcissistic Leadership Traits
● [09:00] Challenges to Accountability
● [22:45] Episode Gem
● [26:49] Episode Wrap Up
KEY TAKEAWAYS:
● Narcissistic leaders are characterized by their charismatic yet self-centered nature, significantly impacting workplace dynamics. They are a significant accountability blocker as their behavior is often marked by a lack of empathy, a tendency to hoard credit, a propensity for denying mistakes, and engaging in gaslighting behaviors.
● Narcissistic leadership behaviors contribute to the creation of toxic work environments, erode trust among team members, and hinder effective decision-making. These leaders frequently set unrealistic expectations for their teams, leading to employee burnout and a decline in productivity and performance.
● Practical strategies for managing narcissistic leaders are offered, highlighting the importance of adhering to consistent standards of accountability and advising against taking the behavior of such leaders personally. The need for alignment with stated goals and behaviors as a key strategy to counteract the problematic tendencies of narcissistic leaders is emphasized.
● Whether you're a seasoned leader or a new manager, join us in this insightful episode on how Narcissistic Leaders block Accountability on the Dismantling Dysfunction Podcast and what you can do about it. Remember, if you need help dealing with dysfunctions at work or in your personal life, reach out to us.
Leaders often miss crucial opportunities to engage meaningfully with their employees when reviewing performance, primarily due to a lack of knowledge or comfort in handling these sensitive discussions. Many leaders, uncertain about how to balance feedback with encouragement, may default to a more objective or critical approach. The discomfort leaders feel in navigating these conversations can lead to a transactional approach, where the review is treated as a checklist exercise rather than an opportunity for meaningful interaction.
Reviewing performance is a pivotal moment where employees seek validation and connection. When leaders focus solely on metrics and outcomes, neglecting the human element, employees may feel undervalued and disconnected. This can erode an employee's sense of belonging and loyalty to the organization. Employees need to feel that their leaders not only recognize their contributions but also understand their challenges and aspirations. Without this, there's a missed opportunity to build trust and rapport, which are critical for long-term employee engagement and retention.
Tune in to find out more about how to engage while reviewing performance. Filled with real-life examples and actionable advice, this episode is a vital resource for any leader navigating these complex responsibilities. We emphasize the importance of leadership training in empathetic communication and emotional intelligence that equips leaders with the skills to conduct these reviews more effectively. Such an approach not only makes the experience more positive for the employee but also significantly enhances the leader’s ability to truly engage with and understand their team.
If you want to know more about leading effectively, check out our book, "So, You Think You Can Lead?": www.amazon.ca/dp/B07QMVKNSV/
Register for our webinar "Why Leaders Avoid Fostering Accountability": https://www.leadingwithauthority.com/accountability
IN THIS EPISODE:
[01:34] Episode Introduction
[02:57] Increased Leadership Responsibilities
[07:28] Why Leaders Don’t Engage with Employees
[14:12] Employee (Dis)engagement
[25:45] Episode Gem
[29:30] Episode Wrap Up
KEY TAKEAWAYS:
Leaders who have been brought up in very traditional corporate cultures might view employee engagement as a "soft" or "modern" concept. They may believe in a clear divide between management and workers, and that it's not necessary to engage employees beyond ensuring they complete their tasks.
Employees can be hurt by their leader's lack of interest or availability. Their need to feel they are valuable is diminished, as is their need to feel their work is important to the overall goals, leading to disengagement and resentment. When leaders don’t prioritize their ongoing relationship with their employees, misunderstandings and hurt feelings arise.
Strengthening relationships with employees during the accountability cycle is crucial for fostering trust, understanding, and collaboration. Asking questions, letting the employee lead, empathizing with the employee experience show respect and understanding. We invite employees to have a conversation about their performance, not to talk to them.
Whether you're a seasoned leader or a new manager, join us in this enlightening Accountability series on the Dismantling Dysfunction Podcast, as we pull back the curtain on what's really going on. Remember, if you need help dealing with dysfunctions at work or in your personal life, reach out to us.
Ever heard a leader say they skipped reviewing their employee performance because they “don’t have time” or because "Mercury was in retrograde"? While we all chuckle at the latter, there's an underlying truth we can't ignore - leaders often dance around performance evaluations, and in this episode, we unpack why.
It's hard to believe, but some leaders sidestep evaluating their team's performance, opting out of what they view as a judgmental process. No clear expectations, no celebration of successes, no pinpointed development areas - just a pat on the back and a vague “good for you” or "better luck next time." It sounds almost fictitious, but it happens more often than you might think!
Often, this reluctance can be traced back to a lack of proper leadership training. Leaders may not have been equipped with the necessary skills to conduct effective, empathetic, and empowering performance evaluations. From the assumption that "my employees already know how they're doing" to the fear of difficult conversations, leaders find themselves avoiding reviewing performance. But what if we told you that this doesn't have to be a once-a-year, suit-and-tie, cold-sweat kind of ordeal? What if performance reviews could be as natural as a morning huddle, as constant as the daily coffee run, and as engaging as a team brainstorm?
Join us as we dissect the misconceptions and reveal the truths about ongoing performance reviews. We'll explore how to keep them simple, organic, and an integral part of the leadership journey. So stay tuned as we navigate the intricacies of performance reviews and how, with the right approach and training, they can become a positive force for leadership and team development.
If you want to know more about leading effectively, check out our book, "So, You Think You Can Lead?": https://www.amazon.ca/dp/B07QMVKNSV/
IN THIS EPISODE:
[01:29] Episode Introduction
[07:07] Why Ongoing Performance Review Matters
[11:47] Why Leaders Avoid Performance Reviews
[16:17] Episode Gem
[30:20] Episode Wrap Up
KEY TAKEAWAYS:
Reviewing for growth is when leaders take the time to reflect on performance relative to expectations and determine what was completed effectively and what wasn’t. This allows thought about the next steps for development or improvement.
When leaders say, "It's too time-consuming," they're often expressing a reluctance to engage deeply with their team. The underlying reason could be a lack of confidence in their leadership skills or feeling overwhelmed with their responsibilities. Reviewing frequently would mean they'd have to be consistent and present; not everyone feels equipped for that.
In avoiding performance reviews, leaders miss out on valuable opportunities to foster closer connections, understand employee aspirations, and identify latent challenges that might not manifest as obvious complaints. This proactive approach not only bolsters the leader-employee relationship but also meets the need of employees to feel a sense of belonging and recognition.
Whether you're a seasoned leader or a new manager, join us in this thrilling Accountability series on the Dismantling Dysfunction Podcast, as we pull back the curtain on what's really going on. Remember, if you need help dealing with dysfunctions at work or in your personal life, reach out to us.
Every leader has had to confront an employee's performance when a simple correction hasn't worked at some point in their career. It's part of the job. But when leaders mistake confrontation and consequences with punishment, they make the idea of a candid conversation even more daunting. Add to that the lack of training leaders receive to conduct an issue-resolution conversation about performance, and you get leaders going in the other direction – avoiding performance.
Join us as we discuss how the lack of training leaders to confront performance leads to taking employee performance personally, using (un)intentional shaming or guilt-inducing, and impulsive and emotionally driven behavior that results in diminished accountability, employee morale, and engagement.
And that's not the best part. We tell you how to effectively address performance issues while engaging your employees. From much-needed preparation to crystal-clear communication, we emphasize the importance of aligning consequences with specific behaviors. The aim? To create mutual understanding and foster an environment where both leaders and employees can thrive.
If you've ever felt that knot in your stomach when confronting performance or been unsure how to guide a team member back to their best self, this episode is tailor-made for you. Through personal anecdotes and lessons learned, we highlight the fine line between punitive actions and steering team members back on track. So, grab a notebook, take a deep breath, and join us—it's time to transform apprehension into actionable insights for leadership success.
If you want to know more about leading effectively, check out our book, "So, You Think You Can Lead?": https://www.amazon.ca/dp/B07QMVKNSV/
Register for our webinar "Why Leaders Avoid Fostering Accountability": https://www.leadingwithauthority.com/accountability
IN THIS EPISODE:
KEY TAKEAWAYS:
One of the most critical requirements of leaders is knowing when they are taking their employees' misaligned performance personally and how to depersonalize to remain objective. It's essential to focus on the performance issue rather than making it about the employee as an individual, separating the performance issue from the individual employee's character.
As leaders, managing our emotions and frustrations during these discussions is paramount. It begins with self-awareness. Leaders must recognize their emotions and judgments regarding employees and acknowledge how these feelings impact the conversation. In the absence of emotional self-awareness, leaders are more likely to use employee guilt- or shame-inducing statements that lead to demotivation and disengagement of employees.
Consequences act as a catalyst for change, ensuring that employees grasp the seriousness of performance issues. However, ensuring that consequences are fair, proportionate, and directly related to the performance problem is vital. Transparency is key when delivering consequences.
Whether you're a seasoned leader or a new manager, join us in this thrilling Accountability series on the Dismantling Dysfunction Podcast as we pull back the curtain on what's really going on. Remember, if you need help dealing with dysfunctions at work or in your personal life, reach out to us.
In the bustling corridors of a rapidly growing tech firm, CEO David found himself grappling with a dilemma. His teams were vibrant and intelligent, but something was amiss. Projects were lagging, and the quality wasn't consistent. At team meetings, David provided clear instructions, trusting that would suffice. Yet, when milestones were missed, he hesitated to step in, fearing confrontation. Does this sound familiar? In this podcast episode, we explore the challenges faced by leaders like David. Why do so many of us, despite our best intentions, shy away from setting clear benchmarks and guiding our teams effectively?
Here's a prevailing myth: correcting performance equates to confrontation, damaged relationships, or quiet quitting. This misconception, driven by fear, often leaves employees abandoned post-instruction, leading to an environment of neglect rather than empowerment. We'll uncover the layers behind this avoidance and the price organizations pay for such omissions. Imagine a world where mere instructions magically lead to flawless execution—a world many leaders, unfortunately, believe exists. But as we'll explore, this belief is not only detached from reality but can also be detrimental.
We want to emphasize a vital message: leaders have the opportunity to elevate their impact by embracing authentic, transparent conversations about performance and accountability. While celebrating achievements is essential, combining it with clarity brings out the best in everyone. If you're looking to cultivate a culture of accountability that thrives on both commendation and constructive feedback, join us! Let's redefine leadership and reshape the narrative around performance correction together.
If you want to know more about leading effectively, check out our book, “So, You Think You Can Lead?”: https://www.amazon.ca/dp/B07QMVKNSV/
Sign up for our newsletters: https://bit.ly/dismantlingdysfunction
IN THIS EPISODE:
[01:30] Episode Introduction
[10:11] Why Corrective Feedback Matters
[11:56] Fears Surrounding Giving Feedback
[23:41] Episode Gem
[28:06] Episode Wrap Up
KEY TAKEAWAYS:
Observing how prevalent it is for leaders to delegate tasks to employees and then leave them to navigate the complexities alone is concerning. This “sink or swim” approach is far from conducive to nurturing employee growth. It creates an environment where people feel unsupported and undervalued, often leading to a lack of motivation and underperformance.
Leaders often hesitate to address misalignments or mistakes, fearing their feedback might be perceived as an attack or criticism. The root of this misconception lies in the often-held belief that correction inherently carries a negative connotation. As a result, leaders tend to avoid these essential conversations, hoping to maintain a harmonious workplace environment.
Leaders’ hesitation to say anything can stem from various concerns – worrying about how the course correction will be received, the potential impact on the relationship, or even fearing retaliation.
Whether you're a seasoned leader, a new manager, or just curious about what's been tearing organizations apart, join us in this thrilling Accountability series on the Dismantling Dysfunction Podcast, as we pull back the curtain on what's really going on. Remember, if you need help dealing with dysfunctions at work or in your personal life, reach out to us.
The podcast currently has 82 episodes available.
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