By: Patty Prosser
Can You Really Correct Bad Leadership Behavior?
It’s been said by many a CEO or Chief Human Resources Officer that you can’t teach an old dog new tricks when referring to changing bad leadership behavior. But in today’s challenging business climate, there are some compellingly good reasons to try!
Sometimes, a key leader is a Subject Matter Expert, and the company cannot afford to lose their expertise, or perhaps a leader is valuable to a company because of his/her ability to drive strategies that produce great results.
Obviously, companies cannot afford to keep a leader who is blatantly treating employees badly or who has a reputation for making risky decisions that are costly to the company. But what if the leader can be convinced that it is in his/her best interest to learn new behaviors that are more acceptable to the organization and inevitably can enhance their success?
We have worked with a wide variety of leaders across industries and functions who have found themselves in this position and successfully helped them turn their bad leadership behaviors around.
Getting a leader on board with correcting bad leadership behavior can be delicate. No leader likes to admit a shortcoming or hear negative feedback but getting them to see the opportunity of the “what’s in it for them”, is achievable with the right approach.
Here’s how you can encourage this change effectively:
- Approach the Conversation Carefully
- Timing is Key: If possible, choose a time when the leader is calm and not under pressure. Avoid raising concerns during moments of conflict or stress.
- Private Setting: Discuss the issue in a one-on-one, private conversation to avoid embarrassment or defensiveness.
- Focus on Growth: Frame the conversation as an opportunity for personal and professional development, not criticism.
- Use Data and Specific Examples
- Objective Feedback: Share specific, observable behaviors that have been problematic and the impact they’ve had on the team or organization. For example, “In our last meeting, interruptions led to frustration and disengagement among the team.”
- Survey Results: Use tools like 360-degree feedback or employee surveys to provide an evidence-based perspective. This makes it less personal and more about the overall team dynamic.
- Focus on Outcomes: Highlight how addressing these behaviors can lead to improved team performance, morale, and results.
- Appeal to Their Self-Interest
- Leadership Legacy: Emphasize how correcting their behavior will enhance their reputation as a strong leader and leave a lasting positive legacy.
- Career Advancement: Explain that strong leadership skills, including emotional intelligence and adaptability, are critical for long-term success.
- Team and Business Success: Show how better leadership directly impacts team productivity, retention, and overall business outcomes.
- Provide Support
- Offer Resources: Recommend leadership development programs, executive coaching, or training opportunities to help them grow.
- Encourage Self-Awareness: Gently guide them to recognize their blind spots without being accusatory.
- Mentors or Coaches: Suggest pairing the leader with a trusted mentor or professional coach who can provide guidance and accountability.
- Actionable Goals: Help them set specific, measurable goals to address key behaviors, like improving listening skills or fostering inclusivity.
- Highlight the Impact of Change
- Success Stories: When possible, share examples of other leaders who transformed their behaviors and saw positive outcomes, both for themselves and their teams.
- Reinforce Positives: Acknowledge their strengths and how building on these can lead to even greater success.
- Be Patient and Persistent
- Change Takes Time: Understand that correcting leadership behavior is a process, not an overnight fix.
- Regular Check-Ins: Continue the conversation and provide feedback on progress. Celebrate small wins along the way to keep them motivated.
- Show Empathy: Recognize that the process may bring up discomfort or defensiveness and approach it with understanding.
- Enlist Organizational Support
- Top-Down Influence: If possible, involve higher-level leaders or HR in promoting a culture of feedback and growth.
- Team Feedback: Establish feedback loops where the team can share their experiences in a constructive, anonymous way, ensuring the leader hears consistent input.
By combining tact, empathy, and actionable strategies, you can increase the chances of getting a leader to recognize and correct their behavior. It doesn’t happen overnight, but with the right partner and a demonstrated commitment to their success, it’s possible.
If you are facing a situation with a leader similar to this or have other leadership development needs, The Center for Leadership Excellence is here to help. Visit our website at www.cleindy.com to learn more!
Patty Prosser is Co-Founder and Coaching Practice Leader at The Center for Leadership Excellence. For more information, please contact Patty at 317-727-6464 or pprosser@cciindy.com.