What were leadership myths that you previously believed in?

As a leader, it’s crucial to keep growing and improving as you continue your career or business journey. There might be old beliefs and misconceptions that you’re holding onto, keeping you from reaching your full potential. 

Because there is so much information about business leadership, it can be challenging to identify which advice and strategies to follow. You can unconsciously believe or act on misconceptions or false information if you don’t have a credible coach or advisor to guide you in your leadership journey. Operating on misconceptions can negatively impact how you manage your staff and run your operations.

As an experienced business advisory firm, we can help you identify which leadership misconceptions to let go of and ensure that you and your business continue developing. 

5 leadership myths that need to be debunked (and alternative solutions you can use)

We shortlisted the most commonly believed myths that emerging and experienced business leaders fall into the trap of following. We also discuss alternative paths of action that you can take to improve your leadership development.

1. Extroverts are the best business leaders

While extroverts can make excellent business leaders, even introverts can lead teams effectively. This might be a relevant issue to you — maybe you’re an introvert that created an extroverted public-facing personality because you think it’s better to be extroverted. Or perhaps this kind of perspective is influencing the way you view your extroverted and introverted managers and employees as you assess their leadership potential.

According to Psychology Today, introverts can actually be great business leaders. It’s a great oversimplification to think that being introverted is equal to being shy and quiet. 

Introversion focuses on an inward orientation to one’s own mental life, as opposed to extroversion, which focuses on an outward orientation to one’s social life. Introverts recharge and replenish their energy through reflection and solitude. 

Most introverted people will prefer socialising with smaller groups of people, focusing their attention on the quality of conversations rather than the number of people they interact with.

Researchers have found that introverts are more likely to pay attention and listen to other people compared to their extroverted counterparts. Introverted leaders can be perceptive, and they’re able to draw out the best qualities and traits of the people around them. Introverted leaders are good listeners, which can encourage the people around them to be open about their thoughts and ideas.  

Instead of reprimanding your quieter and introverted managers and employees to be more outgoing and vocal, give them the opportunity to grow in a way that fits their personality. You can allow them to manage small teams of people for projects and tasks. Your feedback on their communication style should also encourage them to be more confident, not stifle them.

2. Leadership can’t be taught

Of course, some people are more predisposed to leadership than others. They possess key psychological traits and qualities — such as humility, curiosity, drive and high IQ — that make them more likely to become leaders. But good leadership demands more than just personality; it requires experience, expertise and training. 

Some of the key ways to improve leadership skills include:

• Business coaching – Coaching can help you improve your skills and emotional intelligence. Getting advice also gives people an outside perspective on how you’re performing as a leader.
• Multisource feedback – Collecting data from different sources can help you track how your colleagues and junior staff perceive you, giving you a clear idea of how to improve.
• Personality assessments – Personality tests can give you a clear picture of your core traits, strengths and weaknesses. This will help you see why people regard you the way they do.
• Technical training – Boosting technical skills and expertise will allow you to be more knowledgeable and capable in your field, allowing you to efficiently lead your employees.

3. Leaders can’t make mistakes 

As a leader, you may feel the pressure to act perfectly all the time in front of your employees. While it’s important to do your best at work, it’s also crucial for you to accept your fallibility and be open to being vulnerable in front of your team. 

Making mistakes and admitting to them is part of the leadership journey, helping you grow and become better as a leader. Learning how to admit to your mistakes is also beneficial to you and your team. When you have the humility and honesty to be open about your mistakes, it earns your staff’s respect and trust. It shows them that you’re responsible for the consequences of your actions and that you’re not afraid to own up to them. 

This also ensures that you’re leading by example, which can encourage your staff to be accountable and responsible for their own actions and mistakes. By admitting to your mistakes and overcoming them with your team, you can set a positive, growth-oriented example that builds a culture of trust and transparency in your organisation. 

4. Only the boss can lead

There’s a huge difference between being a boss and being a leader. A boss demands respect, commanding people on what to do. A leader earns respect and collaborates with his staff.

It’s important to train senior executives and managers to become effective leaders as well, as this will secure your succession planning and ensure business continuity. You can train your managers to start thinking more like business leaders rather than just employees by doing the following:

• Let employees take initiative – Give your managers the autonomy to make decisions about their team and projects. This will build their confidence and encourage them to take charge of different areas of the business. 
• Encourage them to think outside the box – Provide opportunities for your staff to develop new and innovative ideas and solutions because this will prevent your organisation from stagnating while helping you continuously grow.
• Seek their input on important issues – Confiding in your most trusted, long-time managers about important business issues can help you build stronger relationships with them while making them feel valued and important. 

5. One management style fits all

There’s no such thing as one management style that fits all. It will depend on your personality, your organisation and the employees you handle. What’s important is ensuring that your leadership style continues to be transformational, instead of transactional. 

A transactional leadership style relies on a rigid chain of command, using a rewards and punishment system to enforce behaviours. It can push staff to perform well in their jobs, but it can also make them feel stifled and intimidated. 

On the other hand, a transformational leadership style focuses on creating genuine relationships with staff members, where leaders intellectually stimulate and engage their employees. Being a transformational leader enables you to adopt different management styles, depending on what your workplace and employees need. 

Dismantling false beliefs about being an effective leader is crucial in your journey. Understanding the misconceptions that you’ve unconsciously internalised can help you identify patterns of behaviours and mindsets that you need to change. 

It also helps you avoid believing in other leadership myths that could prevent you from growing. Partnering with a trusted business coach can also help you stay on the right track, ensuring that you always have a credible source of wisdom and advice.

Now that we’ve debunked these myths for you, are you ready to step up as a leader? Contact us and we will guide you through your business journey.