The Hidden Struggles of Leadership No One Talks About
Is Your Leadership Inspiring Growth or Driving People Away?
You’ve probably heard the saying, “Failing organizations are usually over-managed and under-led. – by Stephen Covey.
Have you ever paused to wonder if you might be that boss? Not intentionally, of course— leadership is complex, and without realizing it, you could be contributing to employee disengagement, frustration, or even a toxic work environment.
With employee disengagement hovering around 85%, the reality is clear: most workplaces struggle with effective leadership. Here’s the kicker—many leaders don’t even realize they’re a big part of the problem.
If you’re a leader who genuinely cares about your team and feels stuck, frustrated, or unsure why your employees seem unmotivated, keep reading. You’ll discover insights that challenge your perspective, spark curiosity, and help you see leadership in a whole new way.
Who This Is For (And Why You Might Be Suffering in Silence)
This article is for leaders, managers, business owners, and professionals who want to be more than just a title—they want to create lasting trust, value, and an environment where employees thrive. Maybe, right now, you’re struggling.
You might be:
Feeling frustrated by disengaged employees who don’t seem to take ownership of their work.
Struggling with team productivity, constantly putting out fires instead of focusing on growth.
Exhausted from micromanaging, feeling like you have to tell people exactly what to do.
Noticing high turnover, wondering why talented employees keep leaving.
Feeling invisible or excluded, like your leadership is being questioned or ignored.
The truth is, leadership isn’t just about telling people what to do—it’s about modeling behavior, inspiring ownership, and unlocking strengths. If that’s the case, why do so many leaders struggle to build engaged, productive teams?
Let’s dive into some of the biggest hidden barriers keeping leaders stuck.
5 Common Leadership Traps That Are Sabotaging Your Team
1. Thinking Leadership = Handholding
Reality Check: Being an effective leader isn’t about holding someone’s hand; it’s about guiding them to clarity and prompting action. If you constantly feel like you have to step in, solve problems, and redirect, you’re training your employees to wait for direction instead of taking initiative.
Have you ever thought, “Why can’t my team figure things out on their own?” The real question is: Have you created an environment where they feel safe to try, fail, and learn?
Self-Reflection Question: Am I leading my team to independence, or am I unknowingly creating dependency on me? Am I thinking and believing "If I don't do it, no one else will, certainly won't do it correctly"?
2. Micromanaging Instead of Trusting
Reality Check: Micromanaging might feel like quality control, however it actually kills innovation and engagement. When employees feel watched, second-guessed, or excluded from decision-making, they check out.
If you find yourself constantly backtracking, fixing mistakes, or double-checking work, ask yourself: Is this about their lack of ability, or my discomfort in letting go?
Self-Reflection Question: Am I creating a culture of trust, or a culture of control? Am I creating a safe space to brainstorm, ask for their ideas and input?
3. Leading With an Agenda Instead of Curiosity
Reality Check: Leadership isn’t about pushing your perspective—it’s about understanding the perspectives of those you lead. Employees feel valued and engaged when they feel heard, not when they’re being told what to do.
Imagine walking into a meeting and leading with, “This is the direction we’re going in.” versus, “How do you all see this situation, what ideas do you have let's brainstorm the most ridiculous ideas to the most logical and simplistic! and What’s working, and what’s not?” One approach demands compliance, the other invites fun, creativity and collaboration.
Self-Reflection Question: Do I ask open-ended questions, or do I assume I already know the answers? Am I demanding or am I open to hearing other people's ideas?
4. Ignoring Employee Strengths and Individuality
Reality Check: Employees don’t disengage because they’re lazy—they disengage because they don’t see that they are value in their contributions. When leadership fails to recognize, utilize, and nurture strengths, employees lose motivation and confidence. They check out, and do the minimum.
If an employee is struggling, do you assume they’re not capable, or do you ask, “Is this task aligned with their strengths? Am I providing opportunities that play to their skills?”
Self-Reflection Question: Am I unlocking potential, or am I forcing people into roles that don’t fit? How can I support my employees strengths and educational goals?
5. Measuring Success by Compliance Instead of Growth
Reality Check: A “good” employee isn’t just one who follows orders—it’s one who grows, innovates, and takes ownership. If your leadership style prioritizes rule-following over development, you’re building a stagnant toxic culture.
If an employee challenges an idea, do you see it as pushback, or do you see it as an opportunity to explore new possibilities? Growth requires room for disagreement, discussion, and dynamic creative thinking.
Self-Reflection Question: Am I fostering an environment where employees feel safe to challenge ideas and take initiative? Do my employees feel safe to speak up?
“The function of leadership is to produce more leaders, not more followers.” — Ralph Nader
Why This Matters: Leadership Is About People, Not Just Performance
The most effective leaders understand that their success isn’t measured by how many tasks they complete, its by how healthy the work culture is, how much trust, mutual respect, and collaboration exists among team members, and how well the team is able to achieve its goals together. These leaders prioritize building strong relationships, fostering open communication, and creating a positive and inclusive environment where everyone feels valued and empowered. By focusing on these aspects, they are able to create a high-performing team that is motivated, engaged, and committed to success.
Think about it:
Are you building a team that’s growing, or just one that’s following directions?
Are your employees engaged and motivated, or just showing up for a paycheck?
Do you inspire collaboration, or do people avoid conversations with you out of fear?
Leadership isn’t about perfection—it’s about awareness, adaptability, and the willingness to evolve. And that’s exactly where I come in.
What’s Next?
(Hint: This Is Where I Come In)
If any of this resonated with you, congratulations—you’ve just taken the first step in recognizing the patterns that might be holding you back as a leader. Awareness alone doesn’t create transformation.
As a life coach specializing in thought and belief work, I help leaders:
Identify and shift unconscious leadership patterns that cause disengagement.
Learn how to ask the right questions to inspire action and ownership.
Build trust, value employee strengths, and foster real engagement.
Create a culture of innovation, collaboration, and sustainable success.
If you’re ready to shift from managing to truly leading, let’s talk.
Contact me today for a powerful coaching session designed to transform the way you lead—without overwhelm or burnout.
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