1. Winning too much: Leaders often have an obsession to win. This drive to win is what makes them successful. Over time, winning becomes a habit. When taken to the extreme, wanting to win becomes an obsession! They want to win when it matters when it is trivial, and when it makes no sense at all. It is OK to let other people “win”. Leaders should not make it all about themselves and their victory. 2. Adding too much value: People often come to the leader to seek advice. Leaders are used to solving problems that people bring. Giving instructions and advice is part of their job. The problem is when this goes to the extreme. When leaders hear ideas from other people, they have a tendency to add their two cents worth to the idea. It is often annoying for other people. Employees commit more to their own ideas. When they get unsolicited advice, that commitment to execute the idea goes down significantly. 3. Passing judgment: Every individual is different. How they think, what they value, and how they make decisions are different. In fact, no two individuals are exactly alike. Leaders often want to evaluate others from their own standards and consider others inferior who do not measure up to these arbitrary standards. For example – if a leader is an early riser, they may believe that anyone who wakes up late is a slacker! A good leader allows people to do things their own way, as long they reach the same goal. A good leader does not impose their way of doing things on others. 4. Making destructive comments: When a leader says bad things about others, it derails the morale of the people around him. Leaders often disguise derogatory remarks as sarcasm or humor. It hurts other’s feelings although the leader may think they sound witty. Calling names, insulting people, labeling others is a severe drag to the engagement and productivity of the entire team. 5. Starting with “No,” “But,” or “However”: Let’s say a team member suggests a new idea. The leader’s next sentence may start with no it won’t work, or but this idea has problems, or I have heard your ideas – however, it hasn’t worked in the past. When leaders reply starting with one or more of these words – they essentially say that whatever the other person said is incorrect and the leader’s opinion is correct. Instead of replying with one of these words – just say “that is an interesting idea”. 6. Telling the world how smart we are: This bad habit feeds the ego of the leader. An egoistic leader’s major chunk of communication is often aimed at two things – 1. Talking about how smart the leader is or 2. How others are not so smart! Both these activities waste time and reduce engagement. Leaders simply need to stop this habit. 7. Speaking when angry: Leaders often excuse their losing their temper as a tool for managing and controlling people, but it is a crude method and does a lot of harm. It is disrespectful and dehumanizing. Today’s workforce includes millennials, gen x, and gen z employees. They simply won’t tolerate such behaviors. There is no excuse for losing your temper. 8. Negativity, or “Let me explain why that won’t work: Leaders have to inspire others to try new things. Negativity is exactly the opposite of that. When someone brings up a new idea or different way of doing things – leaders unknowingly dismiss it by saying – “let me explain why that won’t work”. A leader’s job is to inspire new ideas and innovation, this habit simply stifles it. A simple reply – “that is an interesting idea/perspective” is a much better option. 9. Withholding information: In the industrial age, the leader’s power came from controlling information and resources. Many leaders still practice this bad habit of withholding information. In today’s VUCA business world, free flow of information and ideas is essential for success. Not passing on the information down the line to gain an advantage over others is a bad habit that decreases team engagement and productivity.