The Ghosts of Leaders Past!
Exorcising the Ghosts of Poor Performance: Lessons for Leaders
Every organisation has them: the lingering “ghosts” of poor performance.
That haunt meetings, that whisper through silos, and quietly drain resources from even the most ambitious engineering and infrastructure projects.
But unlike Halloween phantoms, these ghosts are all too real—and leaders who ignore them risk letting them grow stronger with time.
So what are the most common ghosts, why do they appear, and what can leaders do to exorcise them for good?
The Ghosts That Haunt Organisations
1. The Ghost of Delayed Decisions
Projects stall because decisions get passed around like a hot potato. This ghost thrives on unclear roles and weak accountability. Mwahahahaaaa!
2. The Ghost of Silence
When teams are afraid to speak up, problems stay hidden until they become costly crises. Psychological safety is the missing ingredient, but there’s no wand that can magic that into existence.
3. The Ghost of Rework
This spectre shows up when errors, duplication, or missed handovers are the norm. It’s the cost of poor communication and lack of shared clarity.
4. The Ghost of Disengagement
When talented people switch off—or walk out—the organisation loses knowledge, momentum, and money. The costs can be significant (literally £millions). This ghost grows stronger when pressure is put on through micromanagement.
5. The Ghost of Conflict
Left unaddressed, unresolved tension festers. Either conflict is avoided (and nothing gets fixed), or it erupts in ways that harm trust and collaboration. We need a certain level of tension for teams to remain healthy, but getting that balance right can be tough.
Why Leaders Must Face These Ghosts
Unlike seasonal scares, the ghosts of poor performance don’t fade away on their own.
They:
- Inflate project costs and timescales
- Undermine safety and quality
- Block innovation and adaptability
- Erode morale and retention
Leaders have a responsibility not just to deliver outcomes, but to create the cultural and behavioural conditions where these ghosts lose their power.
Lessons for Leaders
1. Shine a Light on What’s Hidden
Get your torch out to notice and acknowledge what’s really going on. Encourage feedback, surface issues early, and remove the stigma around naming blockers.
2. Clarify Roles and Decisions
Ghosts thrive in ambiguity. Clear accountability, well-defined decision rights, and visible ownership weaken them immediately.
3. Build Psychological Safety
Make it safe for people to raise concerns, suggest improvements, and challenge assumptions without fear of punishment (or embarrassment).
4. Develop Leadership at All Levels
Poor performance often survives because only senior leaders are expected to ‘be accountable’. Equip middle managers and team leads with coaching and culture-building skills.
5. Reflect, Learn, and Adapt
Exorcising ghosts isn’t a one-time ritual—it’s ongoing. Leaders must create regular opportunities for reflection and continuous learning.
Reveal the True Cost
The real fright isn’t that these ghosts exist—it’s what they’re silently costing your business.
Use our Cost Calculator to uncover how much poor performance is draining your organisation:
👉 www.theharrisonnetwork.co.uk/cost-calculator
Final Word
The ghosts of poor performance may be persistent, but they aren’t permanent. With the right leadership, culture, and behaviours, they can be recognised, confronted, and exorcised—freeing your organisation to focus on performance, safety, and innovation.
Don’t let them haunt your business another year.
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