Leadership Behaviors Which Turnoffs The Executive Search Firms In Canada

The first and foremost job of any of the leading executive search firms in Canada is to shortlist candidates put together which are considered to be an optimal fit and goes in line with the needs of the company. The job of the best executive search firms in Canada becomes a lot more difficult when it is about finding a leader for the client organization. Indeed, the question of defining a good leader is not an easy one considering the different types of variables required to act as a leader. That being said, there still exists a few behaviors of the leaders which are unequivocally detrimental and can’t be expected in a leader.

We list few such leadership behaviors which are totally a turn off for the top executive search firms in Canada:

Poor Communication

This is the worst behavior being displayed by any leader. Such leaders instruct their subordinates to make a particular task their highest priority and later on themselves ask the team to scrap the task completely, just when the team is about to come out with the final outcome of the priority task. Candidates with such behavioral instincts are often avoided by management at the time of shortlisting candidates. Indeed leaders tend to act scattered because their plate is always full with something or the other, but, they should avoid giving conflicting instructions and remain clear in terms of communication.

Lack Of Knowledge Sharing

Many times leaders are unwilling to share knowledge with the employees for the fear of being sidelined. This leads to knowledge hoarding and also create havoc in employee engagement and performance. The leaders need to understand the fact that they are never in competition with their own employees or team members. Alternatively, pooling of information, resources, insights and experience between the leaders and the employees allow the company as a whole to perform in a better manner. Empowering the staff members with knowledge can help in boosting innovation and decreasing employee absenteeism and turnover.

Not Sharing Responsibilities

Leaders are required to handle a number of tasks often making then lack the adequate time required for engaging with subordinates and colleagues. Thus shutting others out and overseeing every process personally leads to curtailing of employee’s growth. The leaders should reassign some of their responsibilities to subordinates in relation to the expertise available with the employee or the colleague. Thus sharing the responsibilities with the team not only reduces the workload of the leader but also make the employees learn about working of different modules.

Working Hard Vs Working Smart

There are certain leaders who believe in working for longer duration and even pass this notion to the employees. Long working hours negatively impacts the employee performance and their attitude towards work and the company as a whole. Leaders need to realize that working hard is not necessarily linked with being productive and successful.