{"id":253,"date":"2018-03-14T21:41:26","date_gmt":"2018-03-14T21:41:26","guid":{"rendered":"https:\/\/danielvlopes238992071.wordpress.com\/2018\/03\/14\/4-things-youre-doing-that-unintentionally-hurt-your-healthy-corporate-culture\/"},"modified":"2023-02-09T21:58:49","modified_gmt":"2023-02-10T05:58:49","slug":"4-things-youre-doing-that-unintentionally-hurt-your-healthy-corporate-culture","status":"publish","type":"post","link":"https:\/\/canopy.is\/blog\/2018\/03\/14\/4-things-youre-doing-that-unintentionally-hurt-your-healthy-corporate-culture\/","title":{"rendered":"4 things you\u2019re doing that unintentionally hurt your healthy corporate culture"},"content":{"rendered":"\n

Here are some of the most counterintuitive leadership mistakes I\u2019ve fallen victim to.<\/h4>\n\n\n\n
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Making a mistake as a leader is never fun. You unintentionally embarrass a co-worker in front of the team. Or you brush off what you thought was a minor issue\u2026 only to watch it balloon into something huge weeks later.<\/p>\n\n\n\n

I\u2019ve been there. Haven\u2019t we all?<\/p>\n\n\n\n

But perhaps the leadership mistakes that hurt the most<\/em> are the ones that you keep on doing, over and over, because you have no idea they\u2019re actually hurting\u200a\u2014\u200a<\/em>not helping\u200a\u2014\u200ayour team.<\/p>\n\n\n\n

Over the past four years, here\u2019s what I\u2019ve seen to be the most overlooked and surprisingly leadership mistakes to make. They\u2019re ones I\u2019ve been guilty of myself \ud83d\ude42<\/p>\n\n\n\n

Learn from my mistakes. Here are four things to change now<\/em>\u2026<\/p>\n\n\n\n

Do not ask,<\/strong> \u201cHow can I help you?\u201d<\/strong><\/a><\/h4>\n\n\n\n

Ever catch yourself saying that? I know have\u200a\u2014\u200ait seems like something a leader should ask to promote a healthy corporate culture. But resist the urge. It\u2019s lazy, it puts the pressure on the employee and it\u2019s vague. Instead, shape a specific question, such as \u201cAm I interrupting you too much during the day with meetings and requests?\u201d<\/p>\n\n\n\n

Break your addiction of measuring<\/strong><\/a> employee engagement.<\/strong><\/h4>\n\n\n\n

Do you want insight and truth, or numbers and graphs? If you want to know if people are unhappy, ask<\/em> them. If you want to know if people are getting along with their manager, ask<\/em> them. Stop wasting time trying to quantify your company\u2019s corporate culture. Just ask.<\/p>\n\n\n\n

Kill your culture of \u201cnice\u201d.<\/strong><\/h4>\n\n\n\n

Yes, really. A company culture of \u201cnice<\/a>\u201d dilutes the truth. You don\u2019t hear bad news until it\u2019s really<\/em> bad. You wait to recognize a problem only after it\u2019s festered and ballooned into something serious. As a leader, you\u2019re charged with embracing and showing that honesty and kindness are not mutually exclusive.<\/p>\n\n\n\n

Stop relying on <\/strong>anonymous feedback<\/strong><\/a>.<\/strong><\/h4>\n\n\n\n

Anonymous feedback is counterproductive and dangerous for your corporate culture. The whole point of feedback is to do<\/em> something about it. If you don\u2019t know who gave the feedback, then how can you act on it? How can you change anything you were doing previously if you don\u2019t know the specifics of what you should be changing?<\/p>\n\n\n\n

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If you can avoid doing these four things, your company culture\u200a\u2014\u200aand your employees\u200a\u2014\u200awill be in much better shape. You won\u2019t be accidentally holding back your team, when you\u2019re trying to lift them up.<\/p>\n\n\n\n

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