5 Ways In Which Incompetent Leaders Disempower Good People
Tags: leadership
Published: 2020-08-12 11:17:43

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An egocentric leadership needs control-is where people with positional authority can dis-empower the others. In reality, amateur leaders tend to possess the skills of a leader but eventually lack those skills and ultimately are afraid of other empowered people.

Some companies are prone to have a toxic culture, underperform relative to their potential, and eventually, the system starts to fall apart. And all this happens due to the lack of leadership. The base of competent leadership is a high level of trust, engagement, productivity, whereas the incompetent ones who are anxious, alienated, and spread their toxicity throughout the firm.

The meaning of incompetent leadership is the one that defines the function of the detrimental effect a leader has on his subordinates, followers, or even the organization.

Few traits which act as central to the anatomy of incompetent leadership are arrogance, overconfidence. People with a great deal of confidence - how good the person thinks he/she is, in research, it is also shown in the study that people who are bad at something would rate themselves higher whereas on the contrary people with right skill set who lack the self-awareness of identifying it thereby the matrix cannot be realistically relied on the power to measure their capabilities.

In the ideal circumstance, those being scrutinized for the leadership roles both in business and in politics would certainly make efforts to detect the prospective signs of an incompetent leader. The culture of the company entirely depends on the leaders. They are the ones who can either make it a positive and healthy one. It can turn out to be negative, unethical, and detrimental. This ultimately applies to both the genders, but in some instances combating incompetence applies to more men than in women.

A fair system of deciding the leadership candidate needs to improve the ability to differentiate between confidence and competence. The significant advantage which men have over women is when it comes to being picked up for these roles in the human tendency to equate hubris and arrogance to talent. It also said that men turn out to be more overconfident/ arrogant as compared to women. This is considered to be partly the biological reason for gender differences in impulsivity, dominance, and aggressiveness, which turns out in all cultures and at a very early age. 

This means that it cannot realistically rely on those with the power to measure their capabilities. But it is true, who should be responsible for predicting, and ideally mitigating, incompetence in leaders?

In an ideal world, those candidates are scrutinized for leadership roles — in both politics and the business world; it would make an effort to detect the potential signs of an incompetent leader. Culture, whether being good or bad, is just the product of our leaders' values and behaviors. It follows the best way to create a positive environment that stops unethical people from rising. This applies to both genders equally, but for some reason, it seems to be less concerned with the combat of incompetence in men than in women. But from a fairness standpoint, hiring managers could make it easier for incompetent women to become leaders. Still, a much better alternative is to discriminate more widely against incapable men, than they currently overrepresented the roles.

For judging leadership - candidates need to enhance their ability to differentiate between confidence and competence. The main advantage of men over women is when it comes to being picked for these roles on the human tendency to equate hubris and arrogance to talent. Although all of us are generally overconfident, men tend to be more overconfident than women. This is partly because of the biological reasons that in gender differences, impulsivity, dominance, and aggressiveness appear in all cultures. And are very early age — but also for educational purposes.

Overconfidence is the natural result of being privileged. The future of leadership was more on merit. This is why managers selected leaders based on their talent and potential rather than Machiavellian self-promotion, reckless risk-taking, or narcissistic delusions. In short, we would not end up with women leaders being the leader, but also with better leadership skills. Many competent men are being overlooked for leadership roles because they don't match the flawed leadership archetypes — meaning, thereby, that they are not perceived as "masculine enough" or fail to display the attributes which make leaders efficacious.

The good news is, science has found one way to combat this problem. For some reason, our disposal scientifically valid assessments to predict and avoid managerial and incompetent leaders. Even simple tests make it initially innocuous or ineffective to predict whether someone is likely to be an incompetent leader. 

Thus the underlying reason is that there are systematic individual differences in how people represent themselves and differences that predict people's leadership style and competence. When you can put thousands of leaders through the same self-report questionnaires and link their responses to the form of leadership style, performance, and effectiveness. You can identify the critical patterns of self-presentation that characterize good and bad leaders.

**Five ways of an incompetent leader which dis-empower good people are:-**


**Lack of motivation to work**
Poor leadership performance and morale negatively affect workers. They have no motivation to come up with innovative ideas or contribute to the company's growth, apart from making a minimal commitment to their work.


**Poor Sales Results**
Working as a lousy leader can reduce employees' motivation, which means lower productivity. 

In the sales sector, low productivity means a lack of goals. This affects not only the individual results but also the overall financial profit of the company. 

Also, poor managers do not increase the workforce altogether. They often lack the necessary skills to assess the strengths and weaknesses of workers. 

**Lack of ownership and transparency**
A good manager requires to be able to emphasize the value of the assets of his team members. On the contrary, a bad manager can make people hesitate to take responsibility for their role in the company. And are oblivion about what his team members are capable of, their strengths and weaknesses.


**Poor work culture**
Low leadership and low morale create a dissatisfied work environment. This means that workers who are not affected by the initial problem may also get "contaminated" with this negative environment. This low morale gradually spread to all parts of the company.


**Have difficulty in Inspiring**
Leadership loyalty has never been such a concern. Because of scandals that have stigmatized leaders worldwide, there has been a higher demand for trusted leaders than ever before in recent years. 

The ability to inspire trust is associated with the values of taking responsibility for the consequences of decisions, fulfilling professional obligations, and treating team members as irrelevant. The more people understand these qualities among leaders, the more credible and legitimate they are. The more credible leaders are the ones who inspire and work upon, the better the reputation of the organization. 

Managers who use weak leadership have great difficulty motivating not only employees but also business partners, colleagues, and other actors, which can have a direct impact on the success of the company and would eventually impact the attrition rate of the company.

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