10 Differences Between Secure Leaders and Insecure Leaders

Author : Vaishali R

Insecure Leaders

10 differences between Secure Leaders and Insecure Leaders

1. Delegation in work and behavior

Insecure Leaders

Delegation is one of the most core concepts in management. Secure “leaders” concentrate only on delegating the results in the desired manner, they won’t insist on methods. It shows the responsibility of transferring the methods to those work with us. So that they can take ownership in finding methods and achieve the results.

For example:  Give a work with an engineer to complete a house with some specific design, he can complete it with perfect methods and deliver the best results. But think vice versa what happens if you give methods to model, then the design won’t come in a perfect texture of your imagination but the house will be ready.

Insecure Leaders

Insecure "leaders" delegates the methods to achieve the desired results of them. By this, workers will retain the responsibility fully for the results. They avoid taking ownership and risks, they work rigidly to complete what their leader told. So, As a result, everything will happen and go on.

2. Decision Making

​ Insecure Leaders

Secure leaders will give a power of decision to the workers and co-workers. So that the team members believe leaders are responsible for us and they will support us. The perfect role of Secure Leaders is facilitating decision making.

For Example: if the team or team members ask for help, the leader mustn’t provide answers, he must lead and support them by asking those questions. So the members know their role of responsibility.

Insecure Leaders

Insecure leaders always hover or “snooper visiting” to ensure that the right decisions are made. For example: if their mind says it is right they won’t tell anything else they will engage and make their own decisions.

Insecure leaders think that decision making is their role and always jumps with answers if any help seeks by the team members.

3. Trust

Insecure Leaders

Secure leaders understand and work for the power of empowerment where the team truly feel trusted. When the team members feel the trust of their leader then they will be ultimately responsible in their work done. They know the leader is waiting for them to accomplish the mission perfectly.

Insecure Leaders

Insecure "leaders" have the false trust by disengaging and “keeping an eye” on what’s going on, what went wrong. If they find anything wrong they use the chance to question and starts course corrections.

4. Teamwork

Insecure Leaders

Secure leaders look for the team to synergize and cooperate. They give opportunities to others to determine methods. So they know there will be more synergistic solutions in the problems as they arise. As in delegation, they clearly brief the desired result and get out of their way. Secure leaders always expect their team to work together and develop solutions and solve problems.

Insecure Leaders

Insecure "leaders" always provide one unilateral solution by marginalizing their team. They make all the decisions and says there is no time to listen to anyone. They provide all the ideas and let their teamwork and never allow them to adjust the midstream. The team must follow their orders.


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5. Think and perform

Insecure Leaders

Secure leaders always want their team to think a lot and come up with methods. They concentrate on their growth idea and wellness. They make their zone comfort. And they often give challenging competitions to their team to find an alternative or new solutions to the old.

Insecure Leaders

Insecure "leaders" give solution and not let them think and they always keep on complaining about their team. Whenever the mistakes happen he engages and hurriedly offers a solution and stop their ideas to come up.

6. Having Belief and being believed

Insecure Leaders

Secure leaders believe their members and their team. It won’t be in words they also demonstrate it. When you have belief in others, it makes them achieve what they thought not at all possible. Actually, they borrow belief from you and believe you. If any mistake happens in the team the leader must believe that they learned a good lesson in the process their team makes a mistake, the leader believes they learned a valuable lesson during the process. So they can expose and solve the problems in order.

Insecure Leaders

Insecure "leaders" believe in their self and criticize their team. They keep on questioning their team. Shoots their ideas regularly and gives the feeling of anxiety among the team. Team members will always confused that they are doing right or not? They work for the pressure of their leader not in their own way. If it continues everything will be hidden intentionally.

7. Support

Insecure Leaders

Secure leaders will be alongside and supportive of their team. They won’t pull and push you in any way. They support you to remove the obstacles in the team. They will be the biggest cheerleader and they are loved by their team and surroundings.

Insecure Leaders

Insecure "leaders" always pull and push their teams. Because they never think for the team, they think for themselves. Their intention is not to grow and support the team and the process. His goal is to get the results delivered. The team always don’t want them to come around.

8. Credit and Reward

Insecure Leaders

Secure leaders always love to credit and reward others. They won’t expect it for them, they want their team to get recognized. When everything goes well they reward their team else make himself blamed not the team. They think they did a mistake in some way which let the team down. They feel there was something they really could improve.

Insecure Leaders

Insecure leaders seek credit. When things go right, they take the credit else to blame the team. The leader must allow it to happen, prevent them and support them else someone will lead.

9. Motivation Control

Insecure Leaders

Secure leaders exhibit passion in the way of motivation. They motivate and being an inspiration to others in taking action. They feel really excited and happy when their motivation leads to success. They trust their team to carry out the project.

Insecure Leaders

Insecure "leaders" thrive the control by giving orders to the team. They’re excited and happy when they control and making things happened by the manipulation of others. They always think everything must be known to them and under their control.

 10. Projecting the Process

Insecure Leaders

Secure leaders accustomed to challenging the process and also encourage others to challenge the process. We know that all the challenging process will be highly valued and lead to success.

Insecure Leaders

Insecure "leaders" do not want to rock and also don’t want their team to rock. They maintain their own power. They always follow, “If something broke, we can’t fix it.”

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