Seven Leadership Pitfalls That Led to Musk's DOGE Departure

Government reform is always a complex and challenging endeavor. Cutting costs, improving efficiency, and keeping things running smoothly in the public sector is a challenge even for the most seasoned politicians and managers.

So when Elon Musk was brought in to lead the Department of Government Efficiency, nicknamed DOGE by the media, many wondered what to expect. The billionaire entrepreneur, known for shaking up industries from electric cars to space travel, was suddenly stepping into a role in the federal government under President Donald Trump.

His time in that position, which ended on May 30, is now being closely examined for how effective, or chaotic, his approach was. At a press conference in the Oval Office, Trump gave his take, calling Musk’s work “fantastic” and saying Americans “owe him a great debt of gratitude.”

He praised Musk for leading what he described as the most sweeping government reform in generations. But outside the official spin, the story of Musk’s government stint is a bit more complicated.

One of the first and most notable blunders came early on when Musk’s cost-cutting efforts led to an “accidental” shutdown of a program aimed at preventing Ebola outbreaks. During a cabinet meeting in February, Musk openly admitted that they had briefly canceled the Ebola prevention initiative, something critical for public health.

He said, “We will make mistakes; we won’t be perfect, but when we make mistakes, we will fix them very quickly.”

Indeed, the program was quickly restored with no interruption, although the damage to public trust had already been done.

"A sign not all Trump officials are on board with Musk’s DOGE email."

Around the same time, Musk announced a bold new measure to increase accountability among federal workers. On February 22, he declared that all federal employees would soon receive an email asking them to report what they had accomplished the previous week.

He warned that ignoring the email would be taken as a resignation. The threat was clear: respond or lose your job.

But the plan quickly ran into resistance. FBI Director Kash Patel told employees to hold off on replying because the FBI was “in charge of all our review processes.”

Meanwhile, a senior State Department official confirmed that the department would respond on behalf of its employees and insisted no individual worker was required to report outside their normal chain of command. Suddenly, what was supposed to be a simple accountability check turned into a bureaucratic mess.

The Importance of Clear Communication

Effective leadership hinges on clear, open communication, something that Elon Musk struggled with during his time at DOGE. Dr. John Hattie, an education researcher, emphasizes that leaders must create environments where feedback flows freely and employees feel heard.

This transparency fosters trust and can mitigate misunderstandings. Leaders should implement regular check-ins and feedback loops to ensure everyone is aligned on goals and expectations, as suggested by the research at Visible Learning.

In doing so, organizations can avoid the pitfalls of miscommunication, ultimately leading to a more cohesive team dynamic.

"Wasteful and authoritarian."

Adding to the confusion, Musk didn’t just rely on internal memos. Instead, he asked his Twitter (now X) followers whether federal employees should be required to send these weekly updates.

The poll ended with just over 70% voting yes, which Musk took as a green light. He followed up by saying employees would get a second chance to comply, but failure to respond twice would lead to termination.

One Twitter user summed it up perfectly: “So in other words, the first email flopped.”

"Failure to respond a second time will result in termination."

Meanwhile, Musk’s DOGE team took over the Institute of Peace building in Washington, D.C., in March, and things got worse there. According to court documents filed by the institute’s president, George Moose, the building wasn’t facing pest problems before March 17.

But by May, staff reported infestations of rats and roaches, with security and engineers documenting the poor conditions. So instead of improving things, the new management appeared to be making matters worse.

To top it all off, a non-partisan group called the Partnership for Public Service warned that the DOGE cuts might cost taxpayers $135 billion instead of saving money. The organization’s president told CBS MoneyWatch that instead of eliminating waste, the effort was creating it.

Musk himself admitted in April that the original target of cutting $1 trillion in government spending was way off track, and the real savings might only reach $150 billion.

So, how effective was Elon Musk’s run as the head of the Department of Government Efficiency? Between accidental program shutdowns, confused messaging, pest problems, and budget shortfalls, the results fell far short of the big promises.

As the dust settles, it looks more like a cautionary tale about how tough government reform is and how running a country isn’t quite the same as running a tech company.

Dr. Amy C. Edmondson, a professor at Harvard Business School, highlights the concept of psychological safety as crucial for effective leadership. In her view, teams thrive when members feel safe to voice concerns and ideas without fear of retribution.

By fostering a culture that encourages experimentation and learning from failure, leaders like Musk could have mitigated the challenges faced at DOGE. Practical steps include establishing routines that invite input from all team members, which can significantly enhance innovation and productivity.

Leaders should consider adopting such methodologies to create an environment where creativity flourishes, leading to better outcomes in any organizational setting.

In summary, effective leadership requires an understanding of both individual and collective dynamics within a team. By focusing on clear communication and fostering psychological safety, as suggested by experts like Dr. Hattie and Dr. Edmondson, leaders can navigate complex environments like government reform more successfully.

Implementing structured feedback mechanisms and promoting an inclusive culture can significantly enhance team effectiveness. Ultimately, these strategies not only improve organizational performance but also contribute to a more engaged workforce, paving the way for sustainable success in leadership roles.