Probably, a lot more than you think.
Something that can plague leaders is a default assumption that everyone else already knows what you know. (Indeed, there are also leaders who assume the opposite or fluctuate.)
This can lead to a range of unhelpful perspectives on reality (sometimes unconscious) such as:
🔧 “Everyone already has the capability to perform all tasks that I can, to the same standard.”
📢 “There’s information and knowledge that doesn’t need to be communicated as it is already known.”
👀 Imposter syndrome and feelings that “others can do this better.” or,
💪 “What I do is not that hard; anyone could do it”.
This can then in turn lead to problems that might include: role ambiguity and conflicts, communication breakdowns, increasing levels of doubt and depleting confidence.
And also, a big, missed opportunity for development. For you and your team.
Everyone will have experiences, drivers, skills, knowledge, strengths, attitudes, values and beliefs that others do not. And depending on the capability gap, you and your team can apply simple practices from the following development approaches to help close those gaps:
📚 training
💬 mentoring
👂 coaching
👥 collective development
There are certainly times when professional and/or external services for development should be sought. However, that should not preclude the incorporation of these development practices into the fabric of your team’s continuous development and growth.
If you or someone you know would like to learn about these practices and how to incorporate them, feel free to message me here to discuss, or to have a quick chat, simply book an ‘ignite session’ here