We live in a fast-paced, innovation-driven world where psychological safety is no longer a luxury—it’s a necessity. Yet countless leaders unknowingly sabotage their teams by committing the deadly sins of leadership that crush the environment they should be cultivating. I thought about things I needed to avoid. So here’s my list of the Deadly Sins of Leadership. Are you guilty of these leadership sins? Find out before it’s too late.
Punishing Mistakes: The Fast Track to Killing Innovation
You might think that holding people accountable for their mistakes is just good leadership. Better yet, make sure you look perfect, and whatever you do, at least don’t admit any errors you have made! Think again. Whenever you lash out over a misstep, you send a clear message: Don’t take risks. Don’t be creative. Play it safe. In doing so, you strangle innovation in its crib. If your team isn’t making mistakes, they aren’t pushing boundaries.
Silencing the Voices: The Art of Discouraging Open Communication
If your team isn’t speaking up, it’s not because they have nothing to say—it’s because they don’t feel safe enough to say it. With Finnish IT- people spotting the difference can sometimes be challenging. Discouraging open communication, whether through dismissiveness or outright ignoring concerns, creates a culture of silence. And in that silence, ideas die, problems fester, and disengagement thrives.
Playing Favorites: How to Divide and Conquer Your Team
Nothing sows discord faster than favoritism. When you consistently favor certain team members, you create an environment of envy, resentment, and distrust. The unspoken message? “No matter how hard you work, you’ll never be enough.” Say goodbye to team cohesion and hello to a fractured, demotivated workforce.
Micromanaging: The Ultimate Trust Killer
Think micromanaging is just being thorough? Think again. Micromanagement screams, “I don’t trust you.” It stifles creativity, kills autonomy, and makes your team feel like cogs in a machine rather than valued contributors. If you want a team that only does the bare minimum, keep micromanaging. Remember, people take your management style differently, so if you get even a tiny hint of someone getting an allergic reaction to your leadership style, ask what you could do differently and make sure you change!
Ignoring Feedback: The Subtle Art of Making Your Team Feel Worthless
Ignoring or discrediting feedback is the fastest way to make your team feel invisible. You can wish to be an expert in every field, but resist that urge and listen to your team of advisors and specialists. When feedback is dismissed, the underlying message is clear: “Your opinion doesn’t matter.” Over time, this leads to a disengaged, disillusioned, and disinterested team. Leaders who fail to listen have teams with nothing left to say.
Public Shaming: The Fastest Way to Destroy Trust
You know that meeting where somebody was trashed and burned for something they might or, even might not have done? The leader rolled the blame to a team member when they couldn’t stand up themselves. Publicly criticizing or humiliating team members might seem like a quick way to correct behavior, but it’s actually the quickest way to destroy trust. When you make someone feel small in front of your or their peers, you’re not just hurting them—you’re damaging the entire team dynamic and yourself. Trust is hard to build and easy to destroy. Don’t be the wrecking ball.
Failing to Recognize: The Silent Killer of Motivation
When was the last time you acknowledged your team’s hard work? When was the last time you said thank you? If you can’t remember, you’ve already failed. People need to feel valued. They need to know their efforts matter. And not by someone else taking credit for someone’s great work! If you’re not celebrating the wins, big and small, don’t be surprised when your team stops trying. After all, why bother if no one notices?
Allowing Toxic Behavior: The Cancer of Team Culture
Toxic behavior is a cancer that will eat your team, regardless of the organizational level from the inside out. If you allow bullying, gossip, or disrespect to thrive, you’re not just condoning it but endorsing it. When toxic behavior goes unchecked, good people leave, and what’s left is a hollow shell of a team. Nip it in the bud or prepare for the fallout.
Withholding Guidance: Setting Your Team Up to Fail
Ambiguity is the enemy of productivity. When you fail to provide clear expectations or guidance, you’re setting your team up to fail. There are moments when you don’t know the direction, but you still have to lead. A leader’s job is to chart the course and provide the tools to navigate it, regardless of the situation. Without direction, your team is lost, confused, and frustrated. Don’t be the reason your team is wandering aimlessly.
Hoarding Information: The Antithesis of Teamwork
Information is power, and hoarding it is the ultimate power trip. It happens sometimes by accident but also deliberately. But in doing so, you’re not empowering yourself—you’re disempowering your team. Withholding information creates uncertainty and distrust, making people feel like they’re on the outside looking in. Transparency fosters unity; secrecy breeds division.
Are You Guilty? How many points did you get? How many points would your team give to you?
If these sins sound familiar, it’s time to look hard in the mirror. Leadership is about hitting targets and driving results—but it’s also about building a culture where your team can thrive. As a dull and used word, psychological safety is, it is not a perk; it’s a prerequisite for success. Stop sabotaging your team. Start leading the right way.
