Let’s be real: leadership styles can make or break a team faster than a tropical island reality show can boot a contestant. One day you’re confidently steering the ship, and the next thing you know, your team has metaphorically voted you off the island, without so much as a “thanks for playing.” Why does this happen? It’s simple—leadership styles matter. Like, a lot.

In this article, we’re going to take a deep dive into the leadership styles that you don’t want to adopt if you want to keep your seat at the table (or on the island). We’ll also look at how you can avoid these pitfalls and become the leader people actually want to follow, not secretly hope gets the next metaphorical exit interview. If you’re ready to steer clear of the leadership minefields, let’s dive in!

Leadership Pitfall #1: The Micromanager

Micromanagers, please stand up—so the rest of us can sit down. It’s understandable that some leaders want to ensure things are done right, but hovering over every single task like a helicopter parent isn’t the way to go. Your team doesn’t need a babysitter; they need a leader who trusts them. If you’re constantly breathing down their necks, you’re not managing—you’re babysitting.

Why It’s Terrible: Micromanaging kills creativity, stifles innovation, and—here’s the kicker—it drives your top talent to leave. When your team is afraid to make even the smallest decisions on their own, it leads to frustration, burnout, and eventually a mass exodus. Who wants to stay on an island where they can’t make any decisions without approval?

How to Avoid It: Delegate effectively. Trust your team to handle the details. Sure, set clear expectations and outcomes, but let them own the process. You’re there to guide, not hover. Give them room to succeed (and fail) on their own. By loosening the reins a bit, you’ll foster an environment where creativity thrives, and your team will feel empowered to take the initiative. Oh, and take a breather—seriously.

Leadership Pitfall #2: The Indecisive Leader

Ever been led by someone who can’t make a decision? It’s exhausting, right? Decision-making paralysis can tank team morale faster than you can say, “we’ll circle back to this later.” Let’s face it, if you can’t make a decision in time, the opportunity is gone, and in B2B SaaS, that means lost revenue, missed goals, and a whole lot of frustration from your team.

Why It’s Terrible: Indecision leaves teams feeling aimless and lost. In high-stakes environments like B2B SaaS, delaying decisions can mean missed opportunities, stalled growth, or, worst case, missed revenue targets. Your team depends on you for direction and clarity. When that’s missing, you’re effectively leading them into quicksand.

How to Avoid It: Embrace the fact that no decision is perfect. Decision-making, by nature, involves some level of risk. Make choices based on the information available, and trust that course corrections can be made later. Your team will appreciate the forward momentum, even if everything isn’t set in stone. Remember, indecision is still a decision—it’s just the one that usually leads to failure.

Leadership Pitfall #3: The Ghost Leader

Look, remote work is here to stay. But just because you’re leading a team from behind a screen doesn’t mean you get to disappear like some kind of productivity poltergeist. In fact, the importance of presence—both physical and virtual—has never been more crucial.

Why It’s Terrible: Absentee leadership breeds confusion, disengagement, and frustration. If your team doesn’t know where you are or what you expect, don’t be surprised when their performance starts sinking faster than the Titanic. Ghosting your team is like being a captain who abandons the ship in the middle of a storm—it’s a surefire way to make people feel unsupported and unvalued.

How to Avoid It: Show up. Not just literally, but figuratively. Be present in meetings, provide feedback regularly, and stay connected to your team’s work. You don’t need to micromanage (see Pitfall #1), but you do need to stay involved. This doesn’t mean drowning your team in Zoom meetings, but it does mean being approachable, checking in often, and being there when your team needs you.

Leadership Pitfall #4: The Know-It-All

No one likes a know-it-all. This leader believes their way is the only way, disregards feedback, and monopolizes every conversation. Spoiler alert: this doesn’t foster a healthy team dynamic. If you think you’re the smartest person in the room, you’ve got a bigger problem than you realize.

Why It’s Terrible: You’re not always the smartest person in the room (shocker, I know). Ignoring your team’s ideas kills innovation and leaves talented people feeling undervalued. A know-it-all leader inadvertently builds a culture of fear—where team members are too scared to speak up, propose new ideas, or challenge assumptions. Guess what? That’s the fast track to stagnation.

How to Avoid It: Cultivate curiosity. Ask questions. Actively listen to your team’s input. You might just be surprised by how much they can teach you—if you let them. Surround yourself with people who bring diverse perspectives and ideas to the table, and let them shine. And, more importantly, be humble enough to admit when you don’t know something.

Leadership Pitfall #5: The People Pleaser

Sure, it’s important to have your team like you, but not at the expense of good decision-making. The people-pleaser leader bends to every whim, afraid to rock the boat, leading to chaos and inconsistency. It’s not easy making decisions that may not be popular with everyone, but that’s what leadership is all about. If you’re constantly seeking validation, you’re going to end up with a mutiny on your hands.

Why It’s Terrible: When you’re more focused on being liked than being effective, the whole ship goes off course. Decisions get delayed, standards become murky, and your team is left confused about what’s important. You can’t lead a high-performing team if your primary goal is to be everyone’s best friend. Worse, your team will lose respect for you because you never take a stand.

How to Avoid It: Balance empathy with clarity. It’s okay to say no and set boundaries. Your team will respect you more for being decisive and transparent than for trying to be everyone’s best friend. Leadership isn’t about being liked; it’s about being trusted, and that requires making tough calls.

Leadership Pitfall #6: The Drama King/Queen

Nobody loves workplace drama—except maybe the person who thrives on it. If your leadership style is more soap opera than strategic guidance, it’s time for a serious reality check. Your role as a leader is to create an environment of trust, respect, and collaboration, not an episode of “The Real Managers of Silicon Valley.”

Why It’s Terrible: Drama is distracting, plain and simple. It takes the focus away from real business issues and drags your team into unnecessary emotional turmoil. You want to build a high-performing team, not cast a reality TV show. Drama creates division, slows down progress, and leaves everyone mentally and emotionally drained.

How to Avoid It: Lead with calmness and professionalism. Keep personal issues and gossip out of the workplace, and focus on facts over feelings. Your team should look to you for stability, not theatrics. If you’re stirring the pot, don’t be surprised when your team gets burned out and disengaged.

Leadership Pitfall #7: The Absent-Minded Professor

We’ve all worked with that leader who’s brilliant but completely disorganized. They’ve got the ideas but can’t seem to keep a calendar, remember meetings, or stick to a plan. This might be okay if you’re running a university department, but in a high-stakes business environment, disorganization is a deal-breaker.

Why It’s Terrible: Your team ends up compensating for your lack of organization, which eventually leads to burnout. If you can’t keep yourself on track, how can your team trust you to lead them to success? Your inability to follow through on promises erodes trust and makes people question your leadership abilities.

How to Avoid It: Get a system in place—like, yesterday. Whether it’s hiring an executive assistant, using a project management tool, or just setting reminders on your phone, figure out a way to keep yourself (and your team) on track. When you’re organized and dependable, your team will feel confident that they’re following someone who has their act together.

Leadership Pitfall #8: The “Visionary” Who Never Executes

Visionaries are essential. They inspire teams, set ambitious goals, and push for innovation. But when your visionary tendencies aren’t backed by execution, you’re just selling pipe dreams. Vision without execution is like an island without palm trees—impressive at first, but ultimately useless.

Why It’s Terrible: Vision without execution frustrates your team. They’ll start questioning if your ideas are even achievable or if they’re chasing an impossible dream. If you’re all talk and no action, your team will lose faith in your leadership and start tuning out your grand plans.

How to Avoid It: Pair your big ideas with an actionable plan. Break down the vision into smaller, achievable milestones, and ensure your team has the resources and support they need to bring those ideas to life. And make sure to follow through—you’ll earn a lot more respect when your visions become realities.

Execution isn’t just about getting things done; it’s about demonstrating that you can lead your team to tangible results.

Leadership Pitfall #9: The Leader Who Can’t Give Feedback

Nobody loves giving tough feedback, but it’s a core part of being a leader. Some leaders avoid it altogether, preferring to let issues fester rather than addressing them head-on. But let’s be honest—if you’re not giving feedback, you’re not leading.

Why It’s Terrible: Without feedback, your team has no way to improve. They’ll keep making the same mistakes, and over time, performance will suffer. Worse, your high performers will get frustrated because they’re not being challenged to grow.

How to Avoid It: Be direct, but empathetic. Feedback doesn’t have to be harsh, but it does have to be honest. Create a culture where feedback is seen as a positive tool for growth, not as a punishment. When your team knows that feedback is coming from a place of care and investment in their development, they’re more likely to embrace it.

Wrap Up

There you have it—the leadership styles guaranteed to get you metaphorically voted off the island. But don’t worry—there’s hope! By avoiding these pitfalls and being aware of your leadership tendencies, you can keep your tribe happy, productive, and thriving. After all, leadership isn’t just about staying on the island; it’s about making sure your team wants you there.

Want to learn more? DM on LinkedIn or book a time to talk live!