The 3 Most Undesirable Traits of Leaders—And How to Fix Them

We’ve all experienced it at some point: a micromanaging leader who stifles creativity, a self-centered manager more interested in personal success than team growth, or a leader whose poor communication leaves employees confused and demotivated. It’s no surprise that poor leadership can push even the best talent to look elsewhere for opportunities.

In fact, a recent LinkedIn poll by HRM Asia revealed that an overwhelming 88% of respondents would choose a great manager over a great job. This statistic highlights a critical truth: employees don’t just leave companies—they leave bad managers.

Leadership Matters More Than Ever

While leadership isn’t the only reason employees leave (career growth and job advancement opportunities also play a role), great leaders are essential in retaining top talent. Employees spend a large portion of their waking hours at work, and the desire to work for someone competent, empathetic, and supportive cannot be overstated. Undesirable leadership traits can erode trust, diminish collaboration, and undermine an organization’s ability to thrive.

As Grant ‘Upbeat’ Bosnick, a renowned leadership expert, points out: “Undesirable traits can cause irreversible damage to trust, collaboration, and strategic alignment.” To create a positive and productive work environment, organizations must identify and address these toxic leadership behaviors.

Let’s explore the three most undesirable traits of leaders and what can be done to fix them.

1. Ego-Centered Decision-Making

One of the most damaging leadership traits is ego-centered decision-making. Leaders driven by personal ambition, rather than the good of the team or organization, prioritize their own success over collective growth. This destroys trust within the team and creates a toxic work environment where employees are disengaged and feel undervalued.

A leader who consistently puts their interests first will undermine organizational effectiveness, making it difficult for the company to maintain strategic alignment. To fix this, leaders must adopt a collective decision-making process. Involving stakeholders from different regions, departments, and levels ensures that decisions are more well-rounded and benefit the organization as a whole.

2. Running From Leadership Accountability

Few things are as demoralizing for a team as a leader who avoids accountability. These so-called "leaders" take credit when things go well but are quick to shift blame when issues arise. This behavior creates a culture of blame and avoidance, where employees are reluctant to take responsibility for their actions, leading to dysfunction and inefficiency.

Accountability is a cornerstone of high-performing teams, and it starts at the top. To counter this, leaders must embrace public accountability and personal responsibility. Regular, transparent performance reviews tied to both personal and organizational goals are essential for cultivating a culture of integrity. When leaders model this behavior, it inspires employees to follow suit.

NIC Global’s Staffing Solutions and Payroll Services support companies in building a performance-based culture, ensuring that accountability is embedded in all aspects of organizational operations, from top leadership down to every employee.

3. Lack of Purpose in Leadership

Without a clear and compelling purpose, even the most talented teams can feel directionless. Myopic leaders, who focus only on short-term results, fail to inspire their teams or provide the long-term vision necessary for sustained growth. Without purpose, employees may experience low morale, confusion, and high turnover as they struggle to find meaning in their work.

The solution lies in developing and clearly communicating a long-term strategic roadmap. Leaders must articulate a purpose that is not only aligned with the company’s values but also resonates with employees across all levels and regions. This purpose should be revisited and adapted regularly to ensure that it stays relevant and inspires employees to work toward a common goal.

Fixing Leadership: The Path Forward

These leadership flaws—ego-driven decisions, lack of accountability, and absence of purpose—can create long-lasting damage if left unchecked. But by embracing the right practices, organizations can transform their leadership style into one that empowers teams, fosters collaboration, and drives sustainable growth.

A healthy leadership culture is one that values transparency, accountability, and long-term vision. Leaders must be willing to listen to feedback, involve their teams in decision-making, and clearly communicate the organization’s goals and purpose. When leaders adopt these behaviors, it sets the tone for the entire organization, ensuring that trust, collaboration, and strategic alignment are at the forefront of company operations.

Is Your Leadership Style Driving or Draining Talent?

Are your leaders fostering collaboration, accountability, and purpose? Or are they pushing top talent away? Connect with NIC Global today to explore how our tailored HR solutions, from PEO services to Headhunting, can help you build a leadership team that empowers and inspires your workforce.

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