Comments on: 10 Stupidest Leadership Mistakes I’ve Made http://tonymorganlive.com/2008/02/18/10-stupidest-leadership-mistakes-ive-made/ Get Your Strategy On Wed, 20 Aug 2008 12:24:08 +0000 http://wordpress.org/?v=2.6.1 By: Craig http://tonymorganlive.com/2008/02/18/10-stupidest-leadership-mistakes-ive-made/#comment-4536 Craig Tue, 19 Feb 2008 19:52:51 +0000 http://tonymorgan.updatable.cc/?p=1332#comment-4536 Wow, excellent stuff. I have a longer list than 10. My biggest mistake is, Fear, fear in what others will/do think, fear in failing, fear in success. I am learning to trade my fear for faith. Wow, excellent stuff. I have a longer list than 10. My biggest mistake is, Fear, fear in what others will/do think, fear in failing, fear in success. I am learning to trade my fear for faith.

]]> By: Mark Williamson http://tonymorganlive.com/2008/02/18/10-stupidest-leadership-mistakes-ive-made/#comment-4535 Mark Williamson Tue, 19 Feb 2008 09:49:04 +0000 http://tonymorgan.updatable.cc/?p=1332#comment-4535 Excellent, I wish I could have read this years ago. We all have made leadership mistakes, but few of us choose to recognize them as mistakes. The real success of making mistakes comes from realizing you have made them. Great post! Excellent, I wish I could have read this years ago. We all have made leadership mistakes, but few of us choose to recognize them as mistakes. The real success of making mistakes comes from realizing you have made them. Great post!

]]> By: Cliff Marshall http://tonymorganlive.com/2008/02/18/10-stupidest-leadership-mistakes-ive-made/#comment-4534 Cliff Marshall Tue, 19 Feb 2008 08:49:08 +0000 http://tonymorgan.updatable.cc/?p=1332#comment-4534 Count me as guilty for #'s 3,6,8,and 9. I'm probably guilty of the others as well, but I don't want to think about that now. I can only handle so much reality in one day. Count me as guilty for #’s 3,6,8,and 9. I’m probably guilty of the others as well, but I don’t want to think about that now. I can only handle so much reality in one day.

]]> By: inWorship http://tonymorganlive.com/2008/02/18/10-stupidest-leadership-mistakes-ive-made/#comment-4533 inWorship Mon, 18 Feb 2008 22:03:45 +0000 http://tonymorgan.updatable.cc/?p=1332#comment-4533 Brilliant(and that is not a poke at your new header). I am headed into some planning and looking ahead tomorrow and I really needed this for grounding. I tend to run away and forget things. And #2 I have failed at miserably at times. And I've lived way too long with #8. Brilliant(and that is not a poke at your new header).

I am headed into some planning and looking ahead tomorrow and I really needed this for grounding. I tend to run away and forget things. And #2 I have failed at miserably at times. And I’ve lived way too long with #8.

]]> By: Derek http://tonymorganlive.com/2008/02/18/10-stupidest-leadership-mistakes-ive-made/#comment-4532 Derek Mon, 18 Feb 2008 14:27:08 +0000 http://tonymorgan.updatable.cc/?p=1332#comment-4532 Most of these thoughts make complete sense and are excellent points that everyone (especially those in leadership positions) should keep in mind. However, I'd personally be careful with the first point, specifically hiring too fast (you are right on in the area of firing though, so many times bad people just loiter in positions adding zero or negative value). It is very important to do your due diligence during the hiring process to try to weed out bad candidates and those that just don’t fit within your environment/team. However, if your hiring process is too slow, especially when considering positions that are filled by individuals who are highly sought after (read: technical, skilled, top-tier, etc), having a slow hiring process can actually hurt rather than help. Others with a more lean and efficient process will end up with the better candidates because they are able to act faster. There is risk there, like you imply, with a lean/efficient hiring process that you end up hiring someone who is completely unsuited to the job and environment. But that’s where the whole probationary period + firing thing comes in… With risk comes possible great reward. In this sense, you may be able to obtain someone top tier by moving things along faster. I’m not saying that you should be careless, but strike a balance between speed and care. Ultimately though, being overly cautious and slow will most likely always result in you losing good candidates. Most of these thoughts make complete sense and are excellent points that everyone (especially those in leadership positions) should keep in mind. However, I’d personally be careful with the first point, specifically hiring too fast (you are right on in the area of firing though, so many times bad people just loiter in positions adding zero or negative value). It is very important to do your due diligence during the hiring process to try to weed out bad candidates and those that just don’t fit within your environment/team. However, if your hiring process is too slow, especially when considering positions that are filled by individuals who are highly sought after (read: technical, skilled, top-tier, etc), having a slow hiring process can actually hurt rather than help. Others with a more lean and efficient process will end up with the better candidates because they are able to act faster. There is risk there, like you imply, with a lean/efficient hiring process that you end up hiring someone who is completely unsuited to the job and environment. But that’s where the whole probationary period + firing thing comes in…

With risk comes possible great reward. In this sense, you may be able to obtain someone top tier by moving things along faster. I’m not saying that you should be careless, but strike a balance between speed and care. Ultimately though, being overly cautious and slow will most likely always result in you losing good candidates.

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