It’s true: all leaders experience drift at some point in their career. But drifting from one’s appointed responsibilities has consequences for leaders, their people and the organization. I know; as a coach, I often see the damages first hand.
Leadership drift’s most immediate effects hit the operations level. Leaders who lose track of their purpose and discount critical duties cede control and oversight, causing a variety of setbacks: missed deadlines, ruined efficiencies, costly mistakes and poor financials. Problems may emerge slowly, but they can cascade rapidly.
Operational stumbles are often accompanied by damage to human capital. When the machinery begins to groan, so do people. Setbacks and challenges give rise to employee dissatisfaction, low morale and production deficits. Employee frustration compounds operational dysfunction, and the downward spiral continues.
Drifting leaders are likely to miss important tactical information concerning day-to-day happenings, which handicaps their decision-making abilities. When they make poor decisions and fail to perform due diligence, outcomes suffer—along with reputations. Drifting leaders also miss opportunities. They forfeit their ability to make improvements, changes or corrections, especially when problems result from their lack of oversight. Missed opportunities tarnish leaders’ legacies. They fall behind in dynamic activities and are left out of the planning and developing processes, further limiting opportunities.
Leaders who develop a reputation for trailing behind soon fall out of favor, and career prospects grow dim. Drifting is a common cause of leadership reassignment, demotion or dismissal. In their shortsightedness, drifting leaders often blame their environment, team or upper management for their misfortune. A qualified leadership coach can help leaders grasp the internal reasons for drift.
Drift’s most unfortunate outcome is a loss of values, notes Brigette Tasha Hyacinth, MBA, in Purpose Driven Leadership: Building and Fostering Effective Teams (independently published, 2017). Conceding on excellence and accepting mediocrity lead to habitually cutting corners, justifying mistakes and lowering standards. The organization is ripe for failure, making victims of every employee.
Initial signs of leadership drift often go unnoticed, but you can see why it’s vitally important to spot them in time to prevent damages. Have you experienced any of the symptoms? If so, what have you done to overcome them? If you are “adrift”, reach out to me for assistance guiding you back on course. You can reach me here and on LinkedIn.