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The leadership weaknesses can be decreased only if they don’t desire to formulate their own culture as organizational culture holds significance in the hierarchy.

It’s not simple to set the pace or begin with being a pacesetter or a trendsetter. Trendsetters hold many responsibilities and are truly enigmatic leaders in the way they carry them and their excellence. Time and patience hold the key to mastering the role if you really want to be a great leader going up the ladder.

The core approach is important i.e. guidance and that is also the right guidance. The intentions and intensity with a motive in your company and the team’s best interest are highly important. Otherwise, the most likely outcome shall be a failure.

Here are six leadership weaknesses that are common in use, and that need to be fixed.

lacking trust
lacking trust


The employees lacking trust levels is yet another leadership weakness that is very common. This is immensely hard to find in new leaders as either they lack trust in employees or their team or vice versa. The trust goes away when leaders micromanage their team or tasks are being mishandled.

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However, in this case, the best approach is to micromanage even little details of what needs doing. A periodic check is another lucrative approach instead of daily monitoring and checking e-mails and asking for usual work updates.

excessive property
excessive property


Connectivity 24/7 has become a trademark that makes managers responsible and busy. This is the art of constant property management that finally helps in permitting managers in supplying feedback. However, there is a problematic scenario and that is that it will cause associates to always be connected. Hence, according to Thorne being obtainable in the slightest of the degree time will definitely dis-empower employees. The UN agency feels that they have to be online if the manager is there and communications need to be there.  The most important thing is the boss’s approval on each and everything.


Most leaders come into a situation where they have to halt their development strategies. Hence, the present method of doing things and maintaining a flow can get affected. It’s a vitality, however, that your team doesn’t get strangled and halted, as the team must move on.



There is always an eagerness in most leaders that they are liked by their subordinates, their team members, and their approach get better. According to David CEO or Chief Expertise Officer of Business Resource the Choice board, the necessity to be in most people’s good books and everyone’s sensible favor will mostly cloud positive business judgment.

One of the most common mistakes with the new managers and leaders is that they try and create in style choices of their own especially when they become new business house owners. According to Mr. Scarola “Leaders got to generally create unpopular choices. These choices come with the Territory they are into”

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The best leaders know what choices they have to make to earn respect from their employees and team members. According to Scarola again “This is the best example a pacesetter can plan to do in the long run.”



Doing what the pacesetter says, not what he does is a mentality to the work settings. Is it good for the Work Environment? That’s the question. To have respect from employees the leader should follow his/her own rules and regulations. A leader’s integrity should be utmost and at the highest level so that nobody can doubt him or his intentions. He should be a model and must model himself for the team according to the President of Company EDGE Mr. Daniel.

A pacesetter is the one that sets the pace of the company’s targets therefore, they should clarify their values and have a hyper-awareness of their behavior. Holding themselves to higher standards is the most important achievement of a pacesetter.

failing in expectations
failing in expectations


It’s the attitude of good leadership that always makes it possible to fall on expectations. Providing your team with good directions for the future and positive encouragement to move forward will keep the team on right track. What’s important is they don’t fall back. According to Fresco “When a pacesetter doesn’t set expectations, their direct reports usually limp through their day with non-clarity in directions”

Direct reporting is a productive attitude and needs to be lucrative. The works must have some meaning and should be contributory for a bigger image. The image of the trendsetters in his own eyes is less desirable than in others’ eyes. Expectations are always high and must always be fulfilled by pacesetters in a corp.


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The fourth industrial revolution is changing the face of work. Artificial intelligence, machine learning, and robotics are changing the way we work. The workplace is evolving in lockstep as technology becomes more horizontal and affects all industries verticals. Technology is a major component of the future of work. Leaders must have the skills to keep an organization competitive. This includes being able to lead the charge in upskilling employees and initiating mentorship and development of their teams.

Technology can have a direct effect on staff. Every robot added per 1,000 workers, for example, results in a 0.2 percent decline in the employment-to-population ratio. According to “Robots and Jobs”: Evidence from U.S. Labor Markets, this translates into a loss of approximately 400,000 jobs. According to the World Economic Forum, technology innovations at work will eventually eliminate 85 million jobs by 2025. These technologies will create 97million jobs that require a new skill set. Finding staff to fill these jobs will be challenging as the demand exceeds supply.


This challenge of finding skilled workers is linked to cause and effect. Technology innovations have slowed down productivity. As staff becomes more skilled at adopting new technologies through leadership and upskilling, eventually the workplace will catch up. Leaders will be more focused on results, accountability, freedom, and where employees can get their work done. Many roles will have to be redesigned. These changes can take some time as people often feel uneasy about new technology. It is possible to get upskilled or reskilled.

This transition requires leaders to manage it. Employers will need to hire more people with technical skills in multiple fields, such as artificial intelligence, machine learning, data science, analytics, and cloud computing. Because technology can’t solve problems or make decisions, teams will be more focused on value-generating tasks. Both leaders and teams need to have critical thinking skills.


Organizations must keep up with technology’s rapid changes. To do this, agile leadership is required. Companies need to have the right leadership structure to support this evolution. It may not be the best strategy to have a hierarchical structure.

Instead of focusing on a few individuals, the management responsibilities will be distributed across the organization. In this digital age, leadership models must be capable of capturing the new path forward.

Larger teams can’t be as flexible as small teams. They can be disbanded and reassembled for new projects or challenges. This model is more customer-, product-, and service-oriented. This model can bridge the gap between technology and productivity. It is essential to have a good understanding of each person’s skills, scorecard, and purpose to quickly form teams.

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Leaders will need to have a growth mindset to be able to adapt as their company’s resources change. This will allow them the ability to plan and execute while staying on top of new trends and innovations. Companies must be able to move quickly to stay ahead of their competitors.

Leaders must be strong advocates for their team members so that they can reach their goals. Leaders must provide the right direction and resources to their teams. This means that they need to understand each member’s strengths and weaknesses so they can assign the roles appropriately and provide training or additional staff with the appropriate skills.

Strong communication skills are essential in a technologically-driven world. Employees need constant feedback to adjust their goals and find projects that suit them. Transparency is key to building teams and moving forward in an organization.

Future leaders must be able to provide clear direction and strategies to their staff, as well as play the role of thought leaders or influencers. A leader who has achieved success and is willing to share their knowledge to inspire others to do the same is called an influencer. Leaders are more successful because they have followers than the old model where leaders were promoted regardless of who their followers were.


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It’s easy to see it. This rare combination makes for a great leader. Executive presence was difficult to define and even more difficult to build. After years of research, Suzanne Bates, an executive coach, and best-selling author, and her team identified the 15 traits that will make you the most effective leader possible.

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MBE Digital Media Team
MBE Digital Media Teamhttps://blog.mbeforyou.com
MB Enterprises is an independent, Canada based business solutions and services providing group that is envisioned to lead the industry through trend-setting innovation and ground-breaking ideas.

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