Leadership is no easy feat. It’s a role that demands clarity, humility, and a commitment to growth — for both the leader and their team. Yet, even the most seasoned leaders stumble from time to time. And quite often, the challenging aspects of leadership stem not from external pressures, but from internal habits and blind spots. Drawing from insights shared by the Velocity Advisory Group team, we explored some common leadership mistakes and how to avoid them.
1. Assuming Clarity Where It Doesn’t Exist
Joe Witte, Director of Growth Partnership Programs, highlighted this common pitfall: “The biggest mistake leaders make is assuming.” Leaders often assume their team knows what’s expected of them. This assumption spans various areas: roles and responsibilities, priorities, and even the organization’s definition of success. Leaders may also assume that employees possess both the technical and soft skills needed to excel, from managing their time effectively to interacting with clients professionally
The reality is that assumptions breed confusion. Employees left to “figure it out” often operate in silos, misaligned with team goals and expectations. Misunderstandings about job responsibilities or workplace etiquette can lead to inefficiencies, strained relationships, and unmet objectives.
How to Avoid This: Leaders must proactively provide clarity. Set explicit expectations about roles, priorities, and performance standards. Equip your team with the necessary training — both technical and interpersonal — to meet those standards. Regular check-ins and feedback sessions can bridge gaps in understanding, ensuring alignment and accountability across the board.
2. Believing Leadership Has All the Answers
Ryan Payne, Senior Advisor, shared an important lesson: leadership isn’t about being the expert. Many leaders feel pressured to appear infallible, fearing that showing vulnerability or uncertainty could undermine their authority. However, this mindset can isolate leaders and limit the potential of their teams.
True leadership lies in collaboration, humility, and empowering others. Leaders who embrace the expertise of their team foster innovation and build stronger relationships. Also, trying to maintain a facade of knowing everything can lead to micromanagement and stifling creativity.
How to Avoid This: Acknowledge that leadership is about guiding, not dictating. Encourage input from team members and recognize their unique contributions. Being open to feedback and admitting when you don’t have the answer strengthens trust and fosters a collaborative environment. By modeling vulnerability, you inspire confidence and authenticity within your team.
3. Failing to Delegate
Many leaders fail to delegate properly. Whether this stems from not trusting their team to handle tasks independently, or trying to shield their employees from burnout, a failure to delegate can leave leaders overwhelmed and burnt out. Overburdened leaders may struggle to focus on strategic priorities, ultimately hindering organizational growth.
Delegation is not just about lightening your workload, it’s an opportunity to empower your team. When leaders delegate effectively, they foster trust, engagement, and professional development among their employees. At Velocity, we use (and train our clients on) the Flexible Delegation Model to assess risk and capacity and to determine which level is the most appropriate for task delegation.
How to Avoid This: Identify tasks that can be delegated and match them to the appropriate team members. Provide guidance and support but resist the urge to micromanage. Trust your team to handle responsibilities and use setbacks as coaching opportunities. Brooke Page-Thompson, President, says that even if your team member can only complete a project 70% of the way on their own, you can coach them or finish the remaining 30% yourself.
4. Avoiding Tough Conversations
Conflict and accountability are challenging but essential aspects of leadership. Amanda Nichols, Advisor, emphasized the damage caused by avoiding difficult conversations: “Leaders often avoid addressing performance issues or inequities, but this only leads to resentment and disengagement.” Failing to address these issues promptly can create a toxic work environment, where high performers feel undervalued and low performers face no consequences.
Consider the example of a high-performing employee who took on additional responsibilities when a coworker quit. If a leader avoids addressing this inequity, it can erode trust and create a toxic environment. The affected employee may feel unappreciated, and the rest of the team may develop a culture of complacency.
How to Avoid This: Approach tough conversations with empathy and clarity. Use specific examples to highlight issues and focus on solutions rather than blame. By addressing challenges promptly and constructively, you demonstrate fairness and accountability while preserving team cohesion and morale.
5. Failing to Provide Resources for Success
Leaders often expect their teams to deliver exceptional results without equipping them with the necessary tools, training, and support. This is particularly common among senior executives, who may be expected to navigate complex roles without formal onboarding or leadership development. Amanda Nichols also noted that leaders sometimes tell executives to “communicate better” or “be stronger leaders” without offering practical resources to achieve these goals.
Without proper resources, even the most talented employees can falter. This disconnect can lead to frustration, disengagement, and subpar performance. Investing in team growth is a prerequisite for achieving organizational success.
How to Avoid This: Commit to ongoing development for yourself and your team. Offer leadership training programs, mentorship opportunities, and access to resources that align with your organization’s goals. Clearly communicate your expectations and provide the tools necessary to meet them. When employees feel supported, they’re more likely to excel and contribute meaningfully.
6. Keeping Uncertainty to Themselves
In times of uncertainty, leaders often make the mistake of keeping their organization’s challenges to themselves. Whether due to financial struggles, operational setbacks, or unforeseen disruptions, many leaders believe it is their duty to shield their teams from worry. While this approach may come from a place of protection, it often backfires.
By withholding information, leaders inadvertently sow seeds of mistrust. Employees can sense when something is wrong, and a lack of transparency only amplifies their concerns. Instead of fostering confidence, leaders who internalize these struggles often project their own anxiety onto their teams. This can result in a decrease in employee engagement, heightened stress, and a culture of unease.
How to Avoid This: Be transparent and open with your team. Transparency can empower employees rather than alarm them. Leaders who communicate challenges effectively while inviting input demonstrate trust in their teams and foster a sense of unity in facing adversity together.
7. Failing to Appreciate Employees
Bob Weinhold, Partner, stressed that leaders often underestimate the impact that recognition has on morale and productivity. Employees who feel appreciated are more engaged, motivated, and likely to go above and beyond for their teams. On the other hand, a lack of recognition can lead to feelings of being undervalued, fostering disengagement and even resentment. Without acknowledgment of their efforts, employees may question their role’s significance, leading to decreased satisfaction and higher turnover rates.
Regular acknowledgment of individual achievements, team milestones, and everyday efforts creates a culture of respect and encouragement. Such a culture not only retains talent but also strengthens relationships and enhances collaboration within the team.
How to Avoid This: Make recognition an integral part of your routines. Regularly celebrate accomplishments in meetings or through company-wide communications. Foster a habit of expressing gratitude in one-on-one conversations or via personalized emails. Implement formal systems of recognition, such as awards, shoutouts, or incentive programs, to ensure appreciation is consistent and meaningful. By doing so, leaders create an environment where employees feel valued and motivated to contribute their best.
8. Neglecting Personal Self-Care
Leadership is demanding, and neglecting self-care can have ripple effects throughout an organization. Bob Weinhold shared how leaders need to “bring their best every day,” and that starts with maintaining their physical and mental well-being. Leaders who are physically and/or emotionally depleted struggle to perform at their best, setting a poor example for their teams. When leaders fail to prioritize their well-being, it often leads to decreased morale and burnout among employees.
Self-care is not a luxury, it’s a necessity. By maintaining your health and energy, you ensure that you can lead with clarity, focus, and resilience.
How to Avoid This: Set boundaries to protect your time and energy. Prioritize regular exercise, healthy eating, and sufficient rest. Engage in activities that help you recharge, whether it’s spending time with family, pursuing hobbies, or practicing mindfulness. By taking care of yourself, you demonstrate the importance of balance and sustainability to your team. Find more tips in our blog post, “Preventing Employee Burnout: Company-Wide Well-Being Starts at the Top.”
Being a leader comes with its own set of challenges, and it’s important to remember that even leaders can learn and grow. By recognizing these common leadership mistakes in yourself and how to avoid them, you can build a stronger, more engaged team and lead with greater confidence and impact. Remember, effective leadership isn’t about being perfect; it’s about learning, adapting, and growing with your team. Each step you take toward becoming a better leader creates a positive ripple effect across your organization.