Why Some Leaders Derail Their Careers?

Sometimes, it’s hard to trace out what traits impede in one’s life and cause a derailed career.

The worst happens when a person adopts a biased leadership style. Here, a person may be good to his obedient buddies and build a close affinity with them. On the contrary, he may mistreat others who are not according to his preferences. And as such variations in behavior and unfair perspectives lead to troubled interpersonal relationships.

In fact, those who suffer silently get stuck in a problematic phase. It’s like ‘to continue or better quit’ for them. In order to continue working under a biased leader it’s like accepting him what he is and agreeing to his instructions. Otherwise, an employee who is unwilling to continue under such sickening leadership may better resign and look for a good work opportunity.

An industrious clerk, in one company, continued working for few years under the unfair leadership of his department head. As long as he felt things tolerable, he compromised on many things, but then, he started feeling stressed situations. Instead of getting into unwanted arguments and getting fired, he decided to quit and find something better…a new company, a new job opportunity.

Some leaders are too aspiring and hasty who, without understanding a workplace culture, do their own calculations and take wrong initiatives.

When a leader fails to understand why employees behave in particular ways, then it becomes too difficult to deal with them at a workplace. More than meaningful work, some employees long for quick promotions and money. Some shun discipline and take delight in vain gossips. 

Actually, without understanding employee psychology, a leader cannot bring in projected changes, improve employees’ behaviors or boost workplace culture.

Here’s an example. In a company, a practicing doctor turned into a marketing guru wanted to create an organization culture that could nurture impartiality, integrity and growth. But, finding the toxic corporate culture, communication hurdles and absence of fidelity, he struggled hard to handle the challenges, and finally, he failed to build and lead teams.

Some leaders don’t accept new changes or stick to their own choices. Due to their old thinking, they develop egoistic behaviors or try to resist changes. Over a longer period, with diverse authority and continuous control, they dislike to see a shift in power or resign from their positions. More than thinking about real progress of workplaces, they’re mindful to control clusters of their own followers.

Typically, some leaders are too incompetent and lethargic in their duties. They just relish their jobs because they’re positioned due to high referrals. But, what happens when you don’t work up to the mark, skip commitments and make blunders and leave things half done? No one likes such attitude. When criticism flows from all sides, then they alone feel off track and forthcoming failure.

Some leaders are diligent and well-informed, but too timid to accept tough challenges or resolve complexities outside their prevailing roles. Instead of open communication and harnessing changes, they remain inexpressive or quit their jobs when things turn out unmanageable.

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