Five defects that a CEO needs to consciously avoid

People look up to their CEOs as a source to draw many ideas. While the equations of the employees can be different from their CEO, the organisation’s progress depends on the dynamics of the team members with their CEO. While complex dynamics of interpersonal relationships affect the organisation’s growth, sometimes CEOs overlook the same, which can create cascading effects over time.

Five Things which a CEO should be careful about : 

  • Apathy towards business priorities 
  • Inefficient Delegation
  • Control Oriented 
  • Egocentric 
  • Bias 

How can a CEO address these possible defects in the leadership? 

  • Apathy towards business priorities:
      • Communicate the company’s vision, mission, and strategic goals to all employees.
      • Regularly reinforce the importance of these priorities and how each employee contributes to them.
      • Provide context and rationale behind decisions to help employees understand the significance of their work.
      • Foster a culture of accountability where individuals take ownership of their responsibilities and outcomes.
  • Inefficient delegation:
      • Develop a structured delegation process with clear expectations, deadlines, and checkpoints.
      • Assess employees’ skills and strengths to delegate tasks effectively.
      • Provide necessary resources, training, and support to complete delegated tasks successfully.
      • Encourage feedback and open communication to address any challenges or concerns related to delegated tasks.
  • Control-oriented:
      • Delegate authority and empower employees to make decisions within their areas of expertise.
      • Encourage innovation and experimentation by creating a safe environment for taking risks and learning from failures.
      • Lead by example by demonstrating trust in employees’ abilities and giving them autonomy to execute their responsibilities.
  • Egocentric:
      • Foster a culture of humility and openness where all voices are valued and respected.
      • Actively seek diverse perspectives and encourage constructive dissent.
      • Recognise and celebrate team achievements rather than focusing solely on individual accomplishments.
      • Lead with empathy and actively listen to employees’ concerns and feedback.
  • Bias:
    • Implement diversity and inclusion initiatives to promote a more equitable workplace.
    • Provide training and education on unconscious bias for all employees, including leadership.
    • Implement objective hiring and promotion criteria to minimise bias in decision-making processes.
    • Foster a culture of meritocracy where individuals are evaluated based on their skills, performance, and contributions rather than personal characteristics.

A top CEO can create a more inclusive, efficient, and focused organisational culture that drives success and innovation by prioritising these strategies.

Please check out our work on evolving leadership behaviours by visiting our website:

We would like to recommend your attention to the web page dedicated to developing leadership traits:

We live in a constantly evolving world; hence, leadership styles must also develop. 


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