There is a 2011 HBR article with the title, “We Need More Mature Leaders”.

It definitely seems to feel that way while seeing many news articles and discussions nowadays.

While we can say a lot about mature leaders, how do we observe immature leaders/leadership? Here are some notes from “Understanding Leadership Maturity (John Mattone Blog, July 2024)”. The list is not comprehensive, there are surely many more. This also indicates where getting leadership coaching early could be helpful.
—
“Recognizing the signs of immature leadership is crucial for addressing and correcting these behaviors before they lead to significant negative outcomes.

Immature leaders are often emotionally reactive and have poor interpersonal skills, which can harm their teams and organizations.

If a leader does not possess maturity, the below signs may show:
* The impression that they simply do not care about the opinions or feedback of other colleagues.
* Refusal to listen to others and remaining stuck in their own ways.
* Constantly interrupting others without allowing them to speak about new ideas or feedback.
* Leaning on emotions, rather than facts, during challenges or obstacles within the workplace.
* Not paying attention to how they come off to others and how this impacts them.
* Using unclear messaging and communication creates confusion within the workplace, which could lead to conflict and mistakes.”
—

Some leaders don’t realise they need help and drive ahead, blissfully unaware. Others know but don’t care or use excuses, regarding why they can’t change but are still great/successful (while their teams suffer). There is much hope for the category of leaders (and their organisations) who are self-aware, identify the leadership behavioural gaps within themselves and work on getting better.