COMMON MISSTEPS
WANTING TO PLEASE EVERYONE
Trying to make every team member happy often leads to inconsistency, confusion, and diluted leadership effectiveness.
Shying away from tough conversations about performance, organizational realities and/or other challenging topics can harm team trust, abilities, and efficacy and create larger issues over time.
AVOIDING HARD TRUTHS
OVERSHARING IN THE NAME OF TRANSPARENCY
Sharing information without balancing transparency with discretion. Not protecting sensitive information and damaging organizational trust.
COMMON MISSTEPS
LETTING EMOTIONS DRIVE DECISIONS
Leading with unchecked emotion — whether frustration, excitement, or anxiety — can cloud judgment and undermine a manager’s credibility.
Committing to things without full authority or without considering the bigger organizational picture can damage trust when those promises can't be kept.
OVERPROMISING TO STAFF MEMBERS
Failing to take ownership—especially after mistakes or in challenging moments—damages trust, diminishes credibility, and fosters frustration and resentment among their team
AVOIDING ACCOUNTABILITY
COMMON MISSTEPS
Andrea Tibbetts
Created on October 9, 2025
Start designing with a free template
Discover more than 1500 professional designs like these:
View
Decisions and Behaviors in the Workplace
View
Tangram Game
View
Process Flow: Corporate Recruitment
View
Weekly Corporate Challenge
View
Wellbeing and Healthy Routines
View
Match the Verbs in Spanish: Present and Past
View
Planets Sorting Game
Explore all templates
Transcript
COMMON MISSTEPS
WANTING TO PLEASE EVERYONE
Trying to make every team member happy often leads to inconsistency, confusion, and diluted leadership effectiveness.
Shying away from tough conversations about performance, organizational realities and/or other challenging topics can harm team trust, abilities, and efficacy and create larger issues over time.
AVOIDING HARD TRUTHS
OVERSHARING IN THE NAME OF TRANSPARENCY
Sharing information without balancing transparency with discretion. Not protecting sensitive information and damaging organizational trust.
COMMON MISSTEPS
LETTING EMOTIONS DRIVE DECISIONS
Leading with unchecked emotion — whether frustration, excitement, or anxiety — can cloud judgment and undermine a manager’s credibility.
Committing to things without full authority or without considering the bigger organizational picture can damage trust when those promises can't be kept.
OVERPROMISING TO STAFF MEMBERS
Failing to take ownership—especially after mistakes or in challenging moments—damages trust, diminishes credibility, and fosters frustration and resentment among their team
AVOIDING ACCOUNTABILITY