You care about your team. You want them to do well. But even the most well-intentioned leaders can accidentally hold their teams back.
Whether it’s micromanaging decisions, not providing clear direction, or over-relying on a few go-to people, the way you lead can either empower your team or quietly undermine their potential.
These patterns often go unnoticed, especially when we’re busy putting out fires or managing high-pressure situations. But you’ll feel the consequences… in productivity, morale, and even turnover.
Let’s break down the most common leadership pitfalls and explore how becoming a more self-aware leader can result in your team’s success.
Pitfall #1: Micromanaging instead of empowering
Hovering over every detail might seem like a way to ensure quality, but it often signals a lack of trust. Over time, micromanagement can create a culture of hesitation and burnout.
A study by Trinity Solutions found that:
- 79% of employees have experienced micromanagement
- Of those, 69% considered changing jobs because of it
- 36% actually did leave their job
Micromanagement limits creativity and accountability. When employees don’t feel trusted to do their job, they’re less likely to bring their best thinking forward or stay long term.
Pitfall #2: Unclear goals, unclear results
If your team ever seems off-track or confused, chances are it’s not a motivation issue, it’s a clarity problem. Leaders often assume expectations are obvious, but they’re not.
Gallup reports that only 50% of employees strongly agree they know what is expected of them at work. That leaves half your workforce guessing, and that’s a big problem.
Without clear, measurable goals, even your most talented team members can flounder. Productivity drops. Frustration grows. Your team’s momentum stalls.
Pitfall #3: Leaning too heavily on your top performers
When things get busy, it’s natural to lean on the people who consistently deliver. But constantly turning to the same few team members can burn them out and leave others feeling undervalued or underutilized.
This creates an unhealthy team dynamic:
- High performers get overwhelmed
- Other team members disengage
- Team growth becomes lopsided
Strong leaders develop the whole team, not just the “stars.” Spreading opportunity, feedback, and development equally helps everyone step up and contribute.
Pitfall #4: Focusing on output instead of culture
Leaders are often measured by what gets done. But how it gets done—and how people feel while doing it—matters just as much. Culture isn’t a soft skill. It’s a competitive advantage.
According to McKinsey, companies with healthy cultures deliver 3x greater returns to shareholders. And culture starts with leadership behaviors: listening, showing respect, providing recognition, and modeling trust.
So, how do you become a more self-aware leader?
Self-awareness isn’t about being self-critical but about being honest. It’s the ability to reflect on how your behaviors impact others, spot your own leadership patterns, and make thoughtful adjustments.
Ask yourself:
- Am I creating space for people to make decisions?
- Do I regularly clarify priorities and goals?
- Who do I rely on most and who am I under-developing?
- How do I respond when mistakes happen?
Great leaders aren’t perfect. They’re curious. They’re willing to ask, “Is this working?” and make changes when it’s not. That kind of self-awareness is what turns good leaders into great ones.
Leadership Development is not optional
Your leadership style sets the tone for your team. If your team is stuck, burnt out, or underperforming, the first place to look is leadership habits, not employee effort. When organizations invest in leadership development, they don’t just see stronger leaders. They see:
- Higher employee engagement
- Lower turnover
- Improved team communication
- Better problem-solving
- More consistent execution
It’s not just about learning new frameworks. It’s about becoming the kind of leader your team trusts, follows, and grows under.
How to get started
If you’re ready to build a stronger, more collaborative team—one where everyone feels heard, trusted, and empowered—start with your leadership approach.
Our Build Collaborative Teams learning pathway is designed to help managers:
- Identify unproductive leadership habits
- Strengthen team communication and cohesion
- Create a culture of accountability and trust
- Adapt their leadership to meet the needs of hybrid or in-person teams
You’ll explore practical, relevant skills through curated courses, real-world examples, and bite-sized lessons that fit into your day, not just your calendar.
By recognizing the ways your leadership style may be helping or hurting your team, and choosing to grow, you build the kind of culture where people can thrive and where better business results follow.
