Most managers aren’t failing because they’re not smart, or lack work ethic.
They’re failing because they keep making the same avoidable mistakes.
In fact, a study by Gallup found that 82% of companies hire or promote the wrong person into management roles. Even more concerning, according to Harvard Business Review, 60% of new managers fail within the first 24 months.
Why is that? It’s not a lack of talent. Or committment. Or loyalty.
In this article, we will discuss the five deadly mistakes that destroy even the most promising leaders. If you recognize yourself in any of these, let me know in the comments below your strategies for dealing with those traps.
1. Micromanaging Your Team
If you’re a micromanager, you’re doing more harm than good.
Sure, you think you’re keeping the team on track, ensuring everything’s done your way. But truth be told— that’s not leadership, it’s control.
And control kills innovation.
Gallup found that micromanagement is the #1 reason employees quit their jobs. Think about that for a second. You’re not just slowing progress — you’re driving your best people right out the door. They didn’t sign up to have their every move scrutinized.
The irony? Your constant need to hover over every detail is probably because you’re afraid of failure. But micromanagement is the fastest way to ensure exactly that. Research from HBR shows that leaders who empower their teams are 60% more likely to see higher engagement and productivity.
Ask yourself: Are you managing your team or suffocating them? Because here’s the thing — real leaders don’t obsess over how the job gets done. They set clear expectations and trust their team to deliver.
What to do instead:
Get out of the way. Shift from control to coaching. Guide your team, but let them breathe. Trust their judgment. It’s tough at first, but if you want to build a high-performing team, it starts with empowering them and giving them the room to fail and learn.
Suggested Framework: Situational Leadership. Adjust your management style based on your team’s competence and confidence. When someone’s capable, give them space to lead while offering guidance as needed. This will help you resist the urge to control every little detail. Looking to learn more about this framework? You can check out The Leader’s Playbook, a comprehensive illustrated summary of 75 leadership frameworks that you can apply in your daily work.
2. Avoiding Tough Conversations
If you’re avoiding difficult conversations, you’re failing as a leader. You think you’re being nice and respectful of people’s feelings, but what you’re actually doing is breeding mediocrity and resentment. When you let performance issues slide or sugarcoat feedback, you’re signaling to your team that low standards are acceptable.
Research from the Society for Human Resource Management (SHRM) shows that 72% of employees feel that direct and constructive feedback is critical for their performance, yet most managers fail to give it. This isn’t just about avoiding discomfort — it’s about avoiding accountability.
Do you really want to be the manager who allows underperformance to fester just because you’re afraid to rock the boat? You’re not doing anyone any favors by tiptoeing around the truth. Your team will respect you more when you show the courage to have those tough, honest conversations.
What to do instead:
Stop beating around the bush. Be clear, be direct, and above all, be honest. Your team craves transparency, even if it stings a little. When you address issues head-on, you create a culture where performance improves, and everyone knows where they stand.
Suggested Framework: Radical Candor. Focus on caring personally while challenging directly. This framework will help you have tough conversations without sugarcoating the truth or being too blunt. It’s about showing you care while still holding people accountable. Looking to learn more about this framework? You can check out The Leader’s Playbook, a comprehensive illustrated summary of 75 leadership frameworks that you can apply in your daily work.
3. Setting Low Standards
It might feel easier in the short term to let mediocre work slide or to avoid conflict, but trust me — it’s a ticking time bomb. According to Gallup, only 21% of employees strongly agree that their leaders hold them accountable. The result? A team that coasts, produces subpar work, and loses its competitive edge.
Think about the message you’re sending when you let things slide: “Good enough is good enough.” Is that the standard you want your team to live by? Because when you tolerate mediocrity, you’re telling your top performers that their efforts don’t matter — and they’ll leave. Fast.
What to do instead:
Raise the bar. Set crystal-clear expectations and hold everyone accountable — yourself included. Your top performers will thrive, and the rest of the team will either step up or step out. Either way, you’ll build a stronger, higher-performing team.
Suggested Framework: SMART Goals. If you notice standards slipping, turn to SMART goals. This framework forces you to set goals that are specific, measurable, and challenging, ensuring you push your team to reach their full potential. Looking to learn more about this framework? You can check out The Leader’s Playbook, a comprehensive illustrated summary of 75 leadership frameworks that you can apply in your daily work.
4. Taking Credit, Passing Blame
Nothing erodes trust faster than a manager who’s quick to take credit but even quicker to point fingers when things go wrong. If this sounds familiar, it’s time for a reality check. A study by Forbes found that 67% of employees are disengaged when they feel their boss doesn’t give them due credit. And disengaged employees today are existing employees in the future.
When you steal the spotlight, you’re telling your team their efforts are invisible. And when you pass the blame, you’re showing that you value your own reputation more than the truth. This creates a toxic environment where no one feels safe to take risks or push boundaries.
What to do instead:
Flip the script. When things go right, give your team the credit. When things go wrong, own it. Leadership isn’t about protecting your ego — it’s about creating an environment where your team feels trusted and valued. Success should be shared; failure should be shouldered.
Suggested Framework: Servant Leadership. Shift your focus from yourself to your team. Servant leadership encourages you to make sure your team succeeds first, which in turn boosts their trust in you and drives better results. Looking to learn more about this framework? You can check out The Leader’s Playbook, a comprehensive illustrated summary of 75 leadership frameworks that you can apply in your daily work.
5. Ignoring Your Team’s Development
You might think your team’s development isn’t your responsibility — that’s for HR to handle, right? Wrong.
If you’re not actively investing in your team’s growth, you’re setting them (and yourself) up for failure. A LinkedIn Learning report found that 94% of employees would stay longer at a company that invests in their career development.
If you’re only focused on execution in the short-term, you’re missing the bigger picture. You’re not just leading a team for this quarter — you’re building the future leaders of your organization. When you ignore development, your team stagnates, top talent leaves, and your pipeline for future leaders dries up.
What to do instead:
Start thinking long-term. Provide mentorship, offer growth opportunities, and have career development conversations regularly. The best leaders don’t just hit today’s targets — they build a legacy by developing the next generation of leaders.
Suggested Framework: GROW Model. Use this coaching framework to guide your team’s development. Set clear goals, assess the current reality, explore options for growth, and decide on a way forward. It helps you actively invest in your team’s future. Looking to learn more about this framework? You can check out The Leader’s Playbook, a comprehensive illustrated summary of 75 leadership frameworks that you can apply in your daily work.
Conclusion
Leadership isn’t about being perfect — it’s about being aware. These five mistakes — micromanagement, avoiding tough conversations, setting low standards, taking credit, and neglecting development — can become your silent killers if you are unaware.
The good news is that they are all avoidable.
Recognize them, own them, and take action. Great managers aren’t born — they’re built through intention, reflection, and a relentless commitment to doing better. Which mistake are you ready to stop making today? Share your thoughts in the comments below!
References
Books:
“The Five Dysfunctions of a Team” by Patrick Lencioni. A powerful fable that outlines the key dysfunctions that teams face and how to overcome them for better collaboration and performance.
“Radical Candor: Be a Kick-Ass Boss Without Losing Your Humanity” by Kim Scott. A practical guide to creating a culture of open communication and constructive feedback in your team.
“Crucial Conversations: Tools for Talking When Stakes Are High” by Kerry Patterson, Joseph Grenny, Ron McMillan, and Al Switzler. This book offers strategies for effectively navigating difficult conversations and ensuring productive outcomes.
“The Coaching Habit: Say Less, Ask More & Change the Way You Lead Forever” by Michael Bungay Stanier. A guide on how to adopt a coaching approach in your leadership style, emphasizing the importance of asking the right questions.
“Drive: The Surprising Truth About What Motivates Us” by Daniel H. Pink. An exploration of what truly motivates people in their work, providing insights into setting higher standards and empowering teams.
“The Leader’s Playbook: Turn Chaos Into Clarity and Lead With Confidence” by Gaurav Jain. An illustrated summary of 75 leadership models and frameworks that leaders can use to make decisions with confidence.
TED Talks
“The Power of Vulnerability” by Brené Brown: A powerful talk about the importance of vulnerability in leadership and building trust.
“Dare to Disagree” by Margaret Heffernan: A compelling discussion on the value of conflict and how it can lead to stronger, more innovative teams.
Articles:
“15 Cognitive Traps That Are Sabotaging Your Leadership” by Gaurav Jain (Medium)
“12 Wake-up Calls That Every Leader Needs to Hear” by Gaurav Jain (Medium)
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