The Dark Side of Leadership – Part 1

Unveil the hidden truths of leadership in "The Dark Side of Leadership – Part 1". Learn to navigate challenges and empower your team effectively by challenging Groupthink behaviours.

Leading others and organisations is such a privilege and a reward for that leaders knowledge, skills and most importantly their behaviours. I love the information that is presented when we are following leaders who are innovators like Steve Jobs, Shaquille O’Neil, Lisa Nichols, Jack Welch and I am sure you have many many more people on your leadership list you have admired, both past and present.

However, from my own experience and from the outside looking in, people who have great profiles and you see their following on LinkedIn and all the accolades may be exhibiting dark behaviours that are not seen, or even noticed to the grand public who align with their words, yet have no real idea who they are.

I love the work and innovation of the leaders I have mentioned, but working boots on the ground, In today's rapidly changing world, the need for forward-thinking leaders is more important than ever. Gone are the days when sticking to traditional methods and practices would guarantee success. To truly thrive in the current landscape, organisations must embrace individuals who can think outside the box and adapt to new ideas and technologies.

I have seen and experienced the disempowerment of myself and others when you work in an organisation where group think takes precedence.

According to the Oxford Dictionary “the practice of thinking or making decisions as a group, resulting typically in unchallenged, poor-quality decision-making: "there's always a danger of groupthink when two leaders are so alike"

Groupthink in Leadership creates dissention and destruction among staff and unfortunately it isolates and many a time eliminates the “little person” who has reached an acute point of frustration to explode. We often celebrate leadership, but leadership in the wrong people’s hands is a recipe of a depreciating workforce.

Within Groupthink settings are individuals who are poor at delivering feedback. Feedback, in my work is the epitome of growth, and recognising that there are many reasons leaders experience low performing employees. The challenge here is can they be bothered to find out. In many instances, they place it in the “to hard to deal with” box. This then disrupts the ebb and flow of employees who have so much to offer and contribute but a leadership ‘Group Think’ wall has been build which then results in the employee being stonewalled and in many cases resigns, goes on long term sick or has their employment terminated.

Working with Leaders, it is important to recognise that leadership is both an introspective and retrospective experience to enable for future decisions to be made for different results. If money and the bottom line is the only element that is focused upon, as leaders, you are truly missing out on inspiring talent that will benefit a company supporting the long term vision through sustainable leadership.

How do you combat Groupthink practices? Simply, be honest with yourself and acknowledge your mistakes in leadership. Being open with the leadership team to create a space of vulnerability is such a powerful tool leading to organisational development. The key is to be open to change.

Leaders are change makers, but the culture from a Groupthink perspective can encourage an environment that results in behaviours that are predatory or prisoner like in order for employees to survive. In the space and age we are living in and the change to the dynamics, from a post COVID perspective, we have to shift our thinking, output and also implement a new level of understanding for cohesiveness that will flourish and shift down into organisations that are creating leaders who are forward and free thinkers, with an understanding of cultural inclusion to elevate performance and productivity.

Forward thinkers have an innate ability to anticipate future challenges and come up with innovative solutions. They possess a natural curiosity that drives them to explore different perspectives and challenge the status quo. These qualities are crucial for businesses looking to stay ahead of the curve and navigate the ever-evolving market dynamics.

Furthermore, cultural inclusion is a key aspect of cultivating forward thinkers. It's not enough to have a team of diverse individuals from various backgrounds; true cultural inclusion ensures that everyone's voice is heard and valued. When people feel included, they are more likely to share their unique insights and ideas, leading to better decision-making and problem-solving.

The combination of forward thinking and cultural inclusion ultimately results in enhanced performance and productivity. By fostering an environment that encourages diverse perspectives and continuous learning, organisations tap into the collective intelligence of their team members. This not only improves the quality of work produced but also boosts employee engagement and satisfaction.

In conclusion, organisations must prioritize the development of forward and free-thinking leaders who embrace cultural inclusion. These leaders possess the vision and creativity needed to navigate an ever-changing business landscape. By creating a culture that embraces diverse perspectives and encourages innovation, businesses can elevate their performance and productivity to new heights.