7 Habits of Disruption

What truly defines an effective leader? And conversely, what leads to ineffective leadership?

Credentials from prestigious institutions, impressive resumes, and the ability to "walk the walk" don’t necessarily translate to respect and success. Yet, respect and success aren’t always synonymous—perhaps a discussion for another post.

Stepping beyond familiar leadership philosophies, I want to explore the overlooked and underplayed—the B-side tracks of leadership.

I asked an AI to define leadership without adjectives or adverbs. I typed and hit enter at, “define leadership.” It responded:

"Leadership is the ability to inspire, guide, and influence others toward a common goal or vision. It involves making decisions, fostering collaboration, and creating an environment where individuals feel motivated and empowered to contribute their best. True leadership is not just about authority or position—it’s about integrity, adaptability, and the ability to build meaningful relationships that drive positive change."

Hard to argue with that. Yet, many so-called leaders fail—some are unpleasant, others dangerously arrogant, and a few even unethical. Over three decades, I’ve worked with inspiring administrators, but they seem to be the exception rather than the rule.

Reflecting on my experiences, I moved beyond the overused phrase “Assume Positive Intent” and instead examined the common habits of ineffective leaders. While this isn’t meant to judge, it serves as a counterpoint to Covey’s 7 Habits of Highly Effective People (1989) —a reflection on what not to do.

7 Habits of Leaders

1️⃣Be Reactive – Hijack meetings, dominate conversations, interrupt and rephrase others’ thoughts as your own. Micromanage, dismiss expertise, and send unnecessarily long emails. Performance evaluations? A chance to showcase superiority rather than build trust and growth.

2️⃣Begin with Yourself in Mind – Leadership is about you. You worked hard to get here—why share the stage? Surround yourself with like-minded people, cut out those who no longer serve your interests, and play favorites—make it obvious.

3️⃣ Put the System First – The machine must keep running—people are secondary. Loyalty and staff well-being? Not your concern. Follow the plan, no matter the cost.

4️⃣Don’t Think—Just Do – Buy-in takes too long. Decisions are faster when made alone. Collaboration is for show. Trust no one. Leadership is lonely—and maybe that’s how you prefer it.

5️⃣ Decide First, Ask Later – Introduce sweeping changes without consultation. Announce new policies after decisions are made. Keep employees on edge with unpredictable shifts. Your motto? Accept or Reject.

6️⃣Destabilize to Control – Avoid experts—they challenge authority. Prioritize disruption to keep employees insecure. Phrase every decision as “best for the organization”, and remind staff that loyalty is conditional.

7️⃣Saw Your Colleagues in Half – Burnout is inevitable but play the martyr. Post struggles for sympathy, use suffering as proof of commitment, and neglect personal renewal. Virtue signaling on social media and in staff meetings—you crave validation - is not only common, but also accepted as bravery as is the fashion like a TEDTalk.

Leadership isn’t about perfection, and most ineffective leaders don’t set out to fail. But poor habits compound over time. The key is self-awareness, reflection, and a commitment to continuous growth—so we don’t become the leaders we once feared.

Final thought: The greatest differentiator isn’t credentials or experience. It’s a leader’s relationship with themselves—how they engage with their own thoughts, values, and actions. This will radiate outward, inward too, but as it radiates to the external, a leader's ability to gauge their internal and external and willingness to adapt, will determine the impact of their habits. That, more than anything else, makes the difference.

What do you think? What ineffective leadership habits have you encountered or practiced?