Unconventional styles of leadership can breathe life into organizations, implanting in them innovation and agility. However, unconventional methods are never easy to adopt. There are pitfalls common enough to undermine leaders’ effectiveness, as well as the effectiveness of any initiative undertaken by the leadership. That is why it seems impossible for anyone who wants to adopt unconventional leadership.
Lack of a Good Vision
Poor stating of the vision is the most critical pitfall when it comes to unconventional leadership. A clear vision aids the organization in setting direction so that workers are all working towards the same goals. Without it, teams stray off into directions of their personal agendas rather than that of the institution.
It has been noted that only 37 percent of employees understand the vision of their organization, an expression of communication and alignment within teams. When people do not see the clear vision from their leaders, confusion sets in and soon trickles in as lowered morale, productivity, and so on.
Focus on Details
Another is staying in too much detail. Attention to detail, although good, weighs down the creativity and slows down a project’s actual execution pace. One may even become trapped in the analysis paralysis situation due to wanting to know all the details and forecloses on making prompt decisions.
According to studies, there is a 50% increased chance of properly performing change initiatives for those organizations that balance strategic concentration and operational detail. The empowerment of teams to innovate through broad frameworks increases the organizational agility and responsiveness.
Micromanaging
Micromanagement is a bad action that tends to happen when leaders use unorthodox ways. It is usually driven by an urge for control or fear of failure. However, the result of micromanaging teams is often disengagement and low productivity.
Research shows that 70% of workers become demotivated due to micromanagement, which results in high turnover rates and organizational loyalty. Responsible leaders should give their groups challenging tasks and let them perform within their own capacities, creating an environment with ownership and creativity.
Neglecting Organizational Culture
Organizational culture mostly often becomes an overlooked aspect of unorthodox leadership. Organizations have core values, beliefs, and norms that guide an employee’s behavior at work. Failure to factor these cultural elements at the introduction of new strategies will likely result in resistance from the staff.
In fact, 60% of change efforts fail eventually due to culture misalignment. Managers have to appreciate the organizational culture and involve staff members in the change process if the change is to be embraced in its entirety and fit harmoniously with the existing culture.
Lack of Effective Communication
In any leadership role, communication is the key and more so in applying unorthodox strategies. Leaders applying such strategies should ensure their messages are clear and repeatedly communicated at all organizational levels.
Research has indicated that organizations with good communication practices are half as likely to experience low staff turnover. Giving updates in time, return loops, and avenues for open discussion help keep things clear for the members of the team.
Resistance to Change
Innovative leadership styles normally resist from the employees because they are accustomed to traditional ways of leadership. Change is scary, and people tend to hold on to their known systems rather than new ones.
It is estimated that 70% of all change initiatives have great resistance from the workers. To minimize resistance, the leader should include team members early on and allow them to present concerns and input ideas. This participatory approach fosters a sense of ownership over the change.
Only remains focused on short-term outcomes
Leadership that pursues short-term gains can hinder the long-term sustainability of change. Their short-term successes seldom translate into long-term organizational improvement or transformation.
Research studies have indicated organizations whose strategic plans pay attention to the long-range performance of goals outmaneuver their competitors by 30%. Balanced attainment of short-term accomplishments must be balanced with a clear vision for future growth so that everything does not conflict with the organization’s general goals.
Ignoring Employee Development
Employee development is one of the critical investments that an organization needs to give for a culture of innovation to thrive. Sometimes the nature of leadership arrangements requires different sets of skills and competencies that might not be found on the team at that given time.
Employees cannot move forward without such basic training or development, leading them to frustration while they are engaged in the job. As per research, organizations, which invest in the growth of their workforce, have 24% higher levels of productivity than organizations that do not.
Conclusion
High-growth and innovation strategies through unconventional leadership involve significant opportunity and therefore some risks. Understanding that pitfalls can occur when unclear vision, micromanaging tendencies, misfit on the culture, inadequate communication, resistance to change, short-term focus, and underdevelopment of staff character are very common will help leaders be more responsive to complexities when leading into new territories.
Clarifying a vision that openly communicates, accepts the involvement of employees in the change process, and invests in long-term development will ensure an environment for the unconventional style of leadership to thrive and become accountable for significant results for the organization as a whole.
