"The Traits of Diminisher Leaders and Their Impact on Productivity"

Leadership plays a crucial role in determining the success of any team. However, what happens when a leader becomes a "Diminisher"? A Diminisher is a leader who, either knowingly or unknowingly, stifles the creativity, energy, and productivity of their team. Inspired by insights from The Growth Faculty and my personal day-to-day experiences, here’s an analysis of what makes a Diminisher and how their behavior impacts the workplace.

Traits of a Diminisher Leader

Through both research and observations, the following traits are often associated with Diminisher leaders:

• Micromanaging: Controlling every detail of the team's work, leaving little room for trust or autonomy.
• Shutting down ideas: Dismissing team suggestions and assuming their own ideas are always better.
• Not listening: Ignoring feedback or input from the team.
• Avoiding interaction: Staying disconnected from team dynamics, leading to a lack of rapport.
• Blaming mistakes: Assuming errors are intentional rather than opportunities for learning.
• Hoarding information: Keeping critical information to themselves, making it harder for teams to make informed decisions.
• Taking credit: Feeling insecure and claiming success for team efforts.
• Publicly pointing out mistakes: Highlighting errors in front of others, creating a fear-based environment.
• Fear of intelligent people: Feeling threatened by smarter team members and subtly undermining them.
• Neglecting potential: Recognizing team members' talents but doing nothing to nurture or develop them.
• Proving their existence: Constantly justifying their relevance instead of empowering their team.
• Not sharing openly: Holding back opportunities or ideas instead of fostering collaboration.
• Blaming the team: Refusing to take responsibility and shifting the blame to the team for failures.

From my experience, working under such leaders is not just frustrating; it's demotivating. Teams in these situations often feel drained, undervalued, and disengaged.

Impact on Team Productivity

The negative impact of working under a Diminisher cannot be overstated. During a masterclass by The Growth Faculty, 41% of participants shared that when working under a Diminisher, they only contributed 21% to 40% of their potential intelligence. Shockingly, 16% said their contribution was below 20%!

This lack of engagement often drives employees to:

• Start looking for other jobs.
• Vent frustrations about their boss.
• Begin side hustles or freelance work to escape the dissatisfaction.
• End contracts prematurely.
• Fully disengage and mentally "check out" from work.

Fewer than one in five participants reported using over 60% of their potential when working under such a leader. The loss of potential is staggering, and the ripple effects on team morale, innovation, and productivity are significant.

Why Avoid Being a Diminisher?

Imagine working in an environment where:

• Employees are afraid to make mistakes because of public reprimands.
• New ideas are rarely brought to the table because they’re always dismissed.
• Talented individuals feel stifled and start looking for opportunities elsewhere.

As a leader, fostering such a culture not only weakens team dynamics but also jeopardizes organizational success. A Diminisher leader inadvertently reduces the intelligence, creativity, and engagement of their team, which can lead to a toxic workplace and high turnover rates.

Becoming a "Multiplier" Instead

To avoid being a Diminisher, focus on the following:

1. Trust your team: Stop micromanaging and empower your team to take ownership of their work.
2. Encourage ideas: Create an open environment where team members feel safe to share and explore their thoughts.
3. Be a good listener: Actively seek and act on feedback from your team.
4. Share credit: Celebrate team successes and recognize contributions openly.
5. Develop talent: Invest in your team's growth by mentoring and offering opportunities for development.
6. Share information: Equip your team with the tools and knowledge they need to succeed.
7. Take responsibility: Own up to mistakes and lead by example.

In my daily experiences, I’ve observed that leaders who empower their teams and foster trust create a culture of innovation, resilience, and mutual respect. By choosing to lead as a Multiplier, you can unlock the full potential of your team, ensuring long-term success for both the individuals and the organization.

Final Thoughts

The choice to lead as a Diminisher or Multiplier is yours. Reflect on your leadership style and think about the kind of environment you want to create. After all, as leaders, our role isn’t to diminish others—it’s to elevate them.

Have you worked under a Diminisher before? Or perhaps you've recognized some of these traits in your own leadership style? Share your thoughts and let’s learn together!