Six Pitfalls Case Study

According to Elkstrand (2012), “Good leaders must learn to handle the mistakes that they make. Making mistakes should be seen as a form of learning – they are synonymous with growth and progress. If you haven’t failed, you aren’t trying very hard. Mistakes should simply be catalysts that encourage greater growth” (Elkstrand, 2012). In this paper I will talk about the six pitfalls and provide examples for these pitfalls.
Failing to Respond to Employees Emails
According to Comaford (2013), the first pitfall is failing to respond to employees emails. Leaders and manager are busy, and employees know that, but if they don’t get a response right away. instead of being calm, they overreact saying, “She doesn’t like my idea. She doesn’t like me. I

If employees work long hours and do a high-stress task one after the other, they will burn out. Of course employees sometimes have to give extra effort, but no one can give that kind of effort all the time (Comaford, 2013). The impact of this pitfall is that burnt out employees can’t give their best effort ever, because they just don’t have the will anymore. The leader of this company should set hours and make sure they are enforced, so no one gets burnt out.
Example of Burning Out Employees
My example for this pitfall also comes from when I was cleaning rooms at a hotel. Everyone cleaning rooms at this hotel worked their hardest, but if the bosses didn’t think they were working fast enough, they would push them harder. This wasn’t good, because cleaning hotel rooms is hard work, and telling us to go faster definitely burnt us out.
According to Elkstrand (2012), “Good leaders must learn to handle the mistakes that they make. Making mistakes should be seen as a form of learning – they are synonymous with growth and progress. If you haven’t failed, you aren’t trying very hard. Mistakes should simply be catalysts that encourage greater growth” (Elkstrand, 2012). In this paper I talked about the six pitfalls and I provided examples for these