If you’re a manager with a strong desire to be helpful, could you actually be undermining your team’s performance? Beware these common ways your best intentions could backfire.
 
Seeking constant agreement. Finding common ground and consensus is an important leadership skill. But quashing all disagreement is ultimately unproductive and will stymie the flow of ideas on your team. Effective leadership requires recognizing when differences of opinion should be discussed and explored.
 
Overprotecting your team. It’s noble to shield your employees from organizational tensions or issues that could negatively impact their morale. But keeping them in the dark all the time may in fact be a disservice. The best leaders know when to be transparent about bad news and when to keep it to themselves.
 
Being too involved—or not at all. If you’re too eager to help your team, you risk being seen as a micromanager. And if you try to give them space to own their work without your interference, you risk being seen as absent or aloof. To walk the fine line between empowering and supporting your team, be clear about roles and responsibilities, and establish yourself as a lifeline should they need your input.
This tip is adapted from “5 Well-Intentioned Behaviors That Can Hurt Your Team,” by Nihar Chhaya
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