Visible leadership mistakes and how to avoid them. Visible leadership isn't just about being present; it's about genuinely connecting with your team, being approachable and staying engaged.
But let's face it, even the best leaders can make mistakes - sometimes an attempt to be more visible can backfire, creating distance instead of connection.
In this blog, I'll cover some of the common traps and share practical advice on how to avoid them. By the end, you'll have the tools you need to build real, lasting connections that strengthen your leadership.
Visible leadership: topics in the blog
- Ask me anything (AMA) sessions to boost your leadership visibility are a terrible idea
- Visible leadership, there's no 'you' in AMAs
- Visible leaders - The myth of the open-door policy
- What happens when an 'open door' isn't really open?
- Visible leaders take the initiative
- Visible leadership gaffs at social events
- Visible leadership at team-building events: It's not all about you!
- Visible leadership: The dangers of meeting dominance
- Lack of structured leadership visibility for new starters
- Inauthentic engagement
- Visible leadership blunder: Inconsistent recognition of achievements
- More articles on leadership visibility
Ask me anything (AMA) sessions to boost your leadership visibility are a terrible idea
The idea of an AMA sounds appealing, right? It’s a direct and transparent way for your team to engage with you.
But if it’s not done well, these sessions can end in frustration or, worse, mistrust.
AMAs won’t work if there isn’t already a culture where people feel comfortable asking questions. If they don’t think they’ll get genuine answers, they’ll stay quiet and that silence speaks volumes about underlying issues.
Imagine inviting everyone to ask you anything, and then… nothing. Silence. Or, even worse, awkward questions that you don’t have good answers for. If there's no real trust in place, these sessions can quickly look like an exercise in vanity or, frankly, a bit of a joke.
No one wants to be the boss squirming because no one trusts that their questions will get a fair answer.
Visible leadership, there's no 'you' in AMAs
If the AMA is about you rather than addressing the team’s concerns, it can come off as a vanity project. It can easily seem like you’re using the opportunity to talk about yourself or avoid tough questions.
And let’s face it, no one wants to hear their leader rambling or being evasive. Instead, think about structuring AMA sessions around specific topics - like new projects, upcoming changes or even specific challenges the team is facing.
When you do this, it becomes less of an exercise in personal grandstanding and more of an opportunity to provide real, actionable insights. This keeps things focused and keeps the questions relevant to the work at hand. It’s about creating real dialogue, less ego, more value and ultimately, more trust.
Visible leaders - The myth of the open door policy
An open-door policy sounds like peak accessibility. Anyone can just stroll in and chat, right? But here’s the problem: it often doesn’t work the way you think.
Saying you have an open-door policy is one thing. Getting people to use it is another. If employees don’t believe they can approach you honestly or that you genuinely care, that door might as well be closed.
The truth is, an open-door policy often sounds like a shortcut to visible leadership but it can easily become a token gesture.
Open-door power dynamics
Power dynamics play a big role here. If someone junior wants to bring up a sensitive topic, they may fear being seen as a troublemaker. They worry about what stepping through that door might mean for their job security or relationships.
And even if they do step through that door, what they experience on the other side is crucial. If they don’t feel genuinely heard, or if their concerns are brushed aside, it’s as if the door was never open in the first place.
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What happens when an 'open door' isn't really open?
Another big issue with an open-door policy is the burden it places on employees to initiate the conversation. Many simply won't feel comfortable taking that step. It’s on us as leaders to bridge that gap.
If we’re just sitting in our offices waiting, we’re missing the point. We need to be proactive, showing that we're available and receptive.
How many team members are truly going to walk into your office to discuss an issue without prompting? It’s intimidating and can make people feel vulnerable.
Without building trust first, an open-door policy becomes just another empty gesture. Worse still, it can backfire by highlighting an underlying culture of mistrust.
Visible leaders take the initiative
Instead of relying on an open door, take the initiative. Go to your people rather than expecting them to come to you. Have informal chats in the break room, or drop by someone’s desk to ask how things are going. Engage where they feel comfortable.
The goal is to create an environment where approaching you feels natural. An open door without approachability is just an empty promise.
Engage with people on their turf and make them feel comfortable. Simply declaring an open door isn’t enough. Without actively showing approachability, it remains just an empty promise. People fear looking foolish or being dismissed, and it's up to us to break down those barriers, build trust, and genuinely connect with our teams.
Visible leadership at team-building event: It's not all about you!
Team-building events are a fantastic opportunity to connect and boost morale, but they require a careful approach.
Leaders often make the mistake of turning these events into showcases for themselves, either by taking over activities or remaining so distant that they seem disinterested.
Instead, your involvement should enable others to shine.
Stepping back to let someone else lead a portion of the activity or offering timely encouragement can make a huge difference. It’s about supporting and valuing your team, not about being the centre of attention.
Whether it’s a team-building exercise, a group lunch or a charity run, your goal should be to create an atmosphere where everyone feels comfortable to engage and contribute.
Avoid the pitfalls of 'casting a shadow' by keeping your participation balanced. When leaders dominate, it makes others feel less important.
On the other hand, staying silent when support is needed can make the team feel abandoned. Knowing when to step forward and when to step back is key - use your visibility to uplift others rather than seeking the spotlight for yourself.
To avoid these mistakes:
- Let others take the lead when possible.
- Offer real-time praise and support when the team is putting in the effort.
- Ensure that the spotlight is on your team, not on you.
Effective team-building fosters trust and openness, creating an environment where everyone feels seen and heard - not overshadowed by leadership.
Visible leadership: The dangers of meeting dominance
Meetings are a key platform for visibility, but they can easily turn into opportunities for leaders to dominate, rather than uplift their teams.
Regularly leading every discussion or presenting every idea can lead to disengagement from your team members.
People will start to feel that their contributions are neither valued nor expected and this can stifle creativity and participation.
Instead, focus on creating a balanced environment where all voices are heard.
One effective tactic is to let different team members take the lead on specific parts of the meeting. This not only shares visibility but also builds confidence in quieter team members who might not typically speak up.
For instance, you might ask someone to present their work, facilitate a discussion, or share an update.
Amplify others by using your role to create opportunities for contribution. If someone makes a good point, draw attention to it and connect it to broader goals.
Meetings should be about making sure everyone feels involved and valued, not just about the leader staying front and centre.
Regularly stepping back and allowing your team members to present their ideas not only gives them a voice but also allows you to listen more effectively.
This helps foster an atmosphere of shared responsibility and collaboration, where every person feels their input is meaningful.
Lack of structured leadership visibility for new starters
New starters often face a daunting onboarding process where they might not get adequate exposure to leadership.
Without structured opportunities to interact with leaders, they can quickly feel disconnected from the broader organisational vision and culture. Simply throwing someone into the deep end without proper guidance can lead to feelings of isolation or undervaluation.
To bridge this gap, create intentional and structured visibility for new hires. Schedule one-on-one sessions early on where you can share insights about the company's culture, expectations and even your own journey.
Engaging with new starters during their initial weeks helps to build trust and sets a positive tone for their experience.
Whether it's through casual coffee chats, “meet the leader” sessions or attending smaller team discussions, being visibly accessible from the beginning helps them see how their role fits into the bigger picture.
Another key component is making these interactions two-way. Encourage new hires to ask questions, provide their fresh perspectives and share their first impressions.
This approach not only helps them feel valued but can also offer valuable insights for leaders to understand how onboarding processes can be improved. Structured visibility isn’t about formality - it’s about creating genuine connections and making sure new starters feel seen, heard, and part of the journey right from the outset.
Inauthentic engagement
Authenticity is the heart of effective visible leadership. If your engagement feels scripted or forced, people will see through it instantly.
Imagine a leader who begins every town hall or team meeting with a scripted story that clearly aims to impress, rather than genuinely address the team’s needs or concerns - it becomes obvious and the connection feels hollow.
Authentic engagement is about truly being present, listening actively and responding in a meaningful way.
Instead of making visibility a personal branding exercise, focus on the team. Visibility should never be about bolstering your own image; it's about showing genuine care for the people around you.
For instance, instead of rehearsing answers for a Q&A, consider what your team genuinely needs to hear and prepare to address that conversationally.
Real engagement comes from curiosity about your team’s experiences and challenges. Ask genuine questions, not ones designed to show off your own knowledge. Share your thoughts candidly but keep the focus on your team's input. This back-and-forth creates an atmosphere of trust and openness.
Take the opportunity to share your own mistakes and learnings as well. Being open about challenges humanises you as a leader and helps to bridge the gap between you and your team. The key to authentic visibility is ensuring that your team knows you’re present not just as a leader, but as a collaborator who genuinely values their insights and contributions.
Visible leadership blunder: Inconsistent recognition of achievements
Inconsistent recognition is a silent morale killer. Imagine putting in extra effort on a challenging project only to have it go unnoticed - that can leave anyone feeling undervalued.
Recognition should not be reserved for big, obvious successes; it needs to happen regularly and genuinely for both large achievements and smaller wins.
When you fail to do so, it sends an unspoken message that only certain efforts are worth celebrating, leading to dissatisfaction and disengagement.
Recognise individual contributions
The key is to be specific and genuine. Instead of a generic 'great job, team,' recognise individual contributions and explain why they mattered.
For instance, if someone navigated a difficult client meeting particularly well, call it out and highlight the positive impact it had on the project or team.
Public recognition is important to build a culture of appreciation, but private, one-on-one praise can be equally powerful, especially for those who are less comfortable in the spotlight.
Consistency in recognising achievements builds a culture where people feel seen and motivated
Structured recognition can come in the form of regular shout-outs in team meetings, personalised thank-you notes or even setting aside a few minutes during one-on-ones to acknowledge recent successes.
The point is to make it an ongoing practice, so every team member knows that their efforts are valued and contribute to the bigger picture.
Ultimately, consistent recognition goes beyond boosting morale - it reinforces the behaviours and contributions you want to see repeated. When people feel appreciated, they’re more engaged, more committed and more likely to thrive.
Visible leadership gaffs at social events
Social events can be fantastic for bonding, but they can also be tricky if you’re not careful. As a leader, it’s easy to unintentionally dominate the conversation, overshadowing others and preventing genuine connections from forming.
Here’s the reality: no one wants their boss lingering for too long at Friday drinks.
The key is to make an appearance, buy a round, make it a big one and then leave gracefully. Be the catalyst that kicks things off - not the chaperone that dampens the mood.
Your role is to be a supportive presence without overshadowing the event. Staying too long can turn a relaxed gathering into something stifling.
People need the freedom to unwind without feeling scrutinised. Whether it’s a casual lunch, a Friday drink, or a team outing, your presence should enhance the mood - not inhibit it.
Participation is about balance. Be involved but not overbearing. Be enthusiastic but don’t dominate. Your job is to build genuine connections and create an atmosphere where others feel seen and appreciated.
Remember, visible leadership means making sure others feel heard - not just putting yourself at the centre.
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