Inertia and the
lack of political skills which creates a less-than-optimal
working environment.
Employees not
knowing that they don't know, which makes them unconsciously
incompetent regarding the skills and behaviors vital for them
to be trusted leaders.
Employees who
are highly competent in technical skills, but they may not
possess the 'people skills' to function as a leader.
Employees who
are often hired on credential, instead of their talents.
Few organizations
include mentoring as part of their corporate culture.
Employees who
are unaware of how to present themselves in a positive light
within and outside of their organization.
Information on major decisions is often withheld from the
workforce as long as possible which creates mistrust and frustration
among employees.
Disenfranchised
employees only perform at their minimum because of their fear
and frustration.
Succession planning
is often hit-or-miss, and is usually done in a crises mode.
In times of stress,
top talent tend to be the first to leave an organization.
