In any type of managerial role or as an entrepreneur, your leadership skills will directly impact the growth and ultimate success of your company.

There are certain qualities and actions that prevent individuals from being effective leaders. Below are seven characteristics that poor leaders often possess and should be avoided at all costs.

1) The tendency to micro-manage.

Micromanagers question their team members and involve themselves in different aspects of the business, mostly in fear that others aren't doing their job properly. This mindset stems from an idealist perspective that their way is the best way and overlooks that others are just as capable as they are.

When a leader micromanages it causes resentment from team members, who feel even their best isn't good enough. It also causes employees to change the way in which they work to suit their manager, which stunts creativity and independent thinking. Aside from frustrated employees, micromanaging hurts the micromanager by draining them of time that should be spent on completing their own responsibilities. When a business is led by a micromanager time and money is lost, and opportunities are never born for fear of coloring outside of the manager's clearly marked lines.

2) Lack of enthusiasm or positivity.

How can you expect your team to rally for your business when your attitude is nothing more than nonchalant? Leaders should lead by example, and that means portraying clear passion that motivates your team. Create a positive work environment by showing your enthusiasm and genuine belief that success is imminent. When leaders let negativity slip into the company culture or seem uninterested in the projects on deck, it is nearly impossible for their team to move forward with any excitement or optimism.

3) Resistance to new ideas.

Poor leaders tend to stand in line with the status quo. They like to negate ideas or suggestions that deviate from the current structure and don't consider evolution as improvement. Just because policies are already in place doesn't mean they can't change. A good leader encourages their team to share and make suggestions on ways the business and work environment can improve. Being open to new ideas makes your office a better place to work, and allows your business to constantly be better.

4) Use fear as a way a to motivate.

When a leader uses fear to control or manage their employees it's usually because they don't possess the skills to drive their team in a more productive way. Fear is not an effective motivator because it causes employees to regard their work environment as unsafe and makes them less likely to share their opinions or discuss concerns. Fear is paralyzing not productive, and results in a decrease in creativity and an overall dissatisfaction that can make employee retention difficult.

5) Failure to recognize a job well done.

When an employee's contributions aren't acknowledged it can them feel devalued and disconnected from the company they work for. To manifest a sense of belonging and create loyalty within team members, it's imperative that a leader shows their appreciation and rewards a job well done. Recognition can come in different forms and range in formality. After a particularly good performance, a leader should take the time to let the employee know their work has not gone unnoticed.

6) They don't clearly communicate their expectations.

Assuming your employees know what you want is nave and poor leadership. If employees aren't made aware of the role they play in your company and the responsibilities they hold, it's unrealistic to expect them to excel at their jobs. A good leader communicates their vision with employees and instructs them on what it takes to achieve success in their position.

7) Absence of emotional intelligence.

All of the smarts in the world won't make you a good leader if you lack the ability to manage your emotions. Emotional intelligence refers to how you perceive, express, understand, use, and manage emotions. Without emotional intelligence a leader will lack the social abilities and understanding nature to cultivate productive relationships with team members.