Solution Saturday: My Boss is a Terrible Leader
Hi Dan,
I’ve been visiting, enjoying, and learning from your blog for few months now. Thank you for all the insight and wisdom you share on a daily basis!
I can’t help but compare so many of your posts to my own boss. He’s good at getting stuff done, but a terrible leader – practically non-existent.
As someone who has no leadership roles in my company, how can I 1.) help my boss to be a better leader, when I have very little time with him, and 2.) practice being a leader myself, when I have no one to lead?
Sincerely,
Leader Needer 🙂
Dear Leader Needer,
Thank you for your encouraging comments and desire to make a difference.
Laurence Peter’s book, “The Peter Principle,” is the first thing that comes to mind. People are promoted to their level of incompetence. A Doer, for example, is good at getting stuff done. He earns a leadership position, but doesn’t know how to delegate or communicate.
The Peter Principle comes into effect when the best salesperson is promoted to Sales Manager. She languishes in her new role. She reached her level of incompetence.
I don’t know if your boss is incompetent or not. Peter’s book came to mind. I thought I’d share it.
The first thing:
How to help your boss be a better leader? Be a better follower.
Jimmy Collins’ book, “Creative Followership,” might be useful. Also, here’s a link to an article I wrote, after my conversation with Jimmy, the former President of Chick-fil-A.
3 general suggestions:
#1. Development:
Focus on developing yourself.
- What would you do differently?
- How would you handle his role?
- Take every opportunity to attend seminars or courses.
- Read.
- Try stuff. Step out and make a small difference. Don’t wait to be asked. Do it.
Tip: Study followership.
#2. Character:
A lousy boss is a character-building opportunity (Jimmy Collins). What character qualities are most essential to success in your current situation? Humility, drive, compassion, optimism? How might you put these qualities into practice?
Make a short list of relevant character qualities. Practice behaviors that express who you aspire to become.
#3. Shine:
The worst thing you can do is use a bad boss as your excuse for poor performance.
- How might you shine?
- How might you help your boss shine? Jimmy suggests doing what your boss doesn’t like to do and doing what your boss isn’t good at.
3 specific suggestions:
#1. Don’t give your boss feedback on his poor performance.
You said you have very little time with your boss. You don’t have the “right of relationship.” Effective feedback requires trusting relationship. Here’s an alternative.
Suppose your boss is a terrible decision-maker. Present a situation that needs a decision and provide possible solutions. For example, “I think we need a decision on XYZ project. Here are a couple options. I think option A might work. What do you think?”
#2. Lead yourself.
Define self-leadership as expecting more from yourself than you expect from others.
Self-leadership suggests that if you expect others to be proactive, be proactive yourself. If you expect others to communicate often, be a communicator.
Leading yourself also means taking every opportunity to develop yourself. (#1. above.) I can’t emphasize this enough. Develop qualities that advance your organization, boss, and your career.
#3. Define leadership as influence.
Everyone influences others. You lead, even if you don’t have a title.
How are you impacting people and environments? Are people energized when you interact with them, or drained? How are you working to make things better without being asked?
This person won’t be the last lousy boss you have. But I believe your passion for success will serve you well.
I hope you have the opportunity to become the boss you wish you had.
You have my best,
Dan
What suggestions do you have for “Leader Needer”?
*I suspend my 300 word limit on Solution Saturday.
The question was so vague that I’m surprised you were able to garner an answer. As a leader myself, I know that my employee’s perceptions of me run the gamut. I think it would have been wiser to get more information about why the writer thought her boss was a terrible leader.
Thanks George. Great suggestion.
My general approach is to focus on our own behaviors. In this case, I hope that a focus on self-leadership is useful.
Glad you shared your thoughts.
I’m curious.
Why do you believe a woman posted this question?
Hi Stephanie, I didn’t realize that I indicated the gender of the person who sent the question. However, it was a woman. I can see people’s names when they send me email via my contact page. But, I don’t use them in these posts.
I’ve got a similar problem: two years ago our MD (my boss’s boss) was forced to resign over financial dealings/carrying a personal vendetta, about a year ago my boss (departmental director) was forced out because he was lying, bullying and financial irregularities, now this week our current MD was dismissed for misconduct. It’s a difficult situation as the examples of leadership at the top are very negative, and those lower down are in a bind as to whether to do the right thing or follow what they’ve seen (which was obviously seen as OK by the company up to a point!)
Wow Mitch. Those are serious violations. There’s a difference between being a poor leader and being an unethical leader. In the case of unethical behavior, we have to find a way to speak up. In the case of poor leadership, my thought is, for the most part, focus on yourself.
Spot on Dan. I hadn’t made any distinction between “poor” and “downright crooked”.
The problem still stands, though: people looked at them as the examples of how the company defined leadership, right up until the moment the door hit them on the way out! Many of us learned “the company way” from them, and so there is no clear vision of the “right” way. It has also undermined the company’s position as having ethics “throughout our business”, because it has become evident that unless your violations are egregious and you make money, a certain amount of unethical behaviour is quite OK.
Thanks Mitch. Organizational culture isn’t about what you say you want. It’s about what you tolerate and reward.
Great advice! Having experienced some less-than-awesome leaders myself through my career, it’s certainly a struggle. While I don’t technically lead anyone in my position, I have spent time focusing on “following with influence.” I have learned that people gravitate toward and follow people with passion, patience, and perspective, not necessarily title. Thanks for the book suggestion. That one’s going into my library shortly!
Hey Krisit, Love the expression, “following with influence.” Thanks. I wish you continued success.
Dan,
I see an opening that they have very little time together. Reach out to your Boss for a one on one meeting and discuss your views.
May be a simple solution perhaps.
Speak with others and see if they are on the same page as you and develop a team approach to assist the Boss in seeing how they can do better. Build on the positive things your Boss does and encourage them were you can help.
Thanks Tim. I’m glad you brought an alternative suggestion. Love your idea. I especially like the idea of talking it over with others, as long as you don’t come off like a gossip or complainer.
Very encouraging insights.
From experience early in my career the team approach to the situation can succeed. It did for my department when we had a inadequate leader in a leadership role. Through support to one another the office environment was happy and with the managers skills in hitting targets life was good at work.
Eventually the pressure got too much for the manager and he left the company. Can’t say I was too sad.
I’m not sure I agree with not giving feedback–I think it’s in how you do it. As a leader, I hope and expect my employees to come to me if I’m not communicating with them frequently enough, if they aren’t clear on priorities or expectations. So I would tell Leader Needer, think about what you need from your boss that you’re not getting now and be open about how you need more direction, communication to help you succeed–whatever you do don’t position it as “you’re not a good leader…you need to do this!”
Thanks Laurie, You nailed one of my concerns and that is telling your boss they are a lousy leader.
Find some alternatives. Saying, “I could use some more direction,” seems like a useful approach. It’s about improving yourself.
You’re right I’m that we’ve all had and likely may have another lousy boss. During those times in particular I always looked for leaders that inspired me. They couldn’t take the place of my current boss but they could help me keep a “north” insight to help me continue to grow and develop. Perhaps he/she can find ways to get exposed to leadership that does inspire and motivate them. It can put gas in the tank to fuel the personal development work.
Wow. I just love where you took this. We choose our focus. And lives moves in the direction of our focus. Choose to focus on inspirational leaders.
You’re right. You still have to deal with the day-to-day drag of a lousy boss.
It raises the basic question about what IS a leader, and that is certainly a broad area with thousands of books going many directions. But the job at hand is getting the work done and the framing of missions and goals, discussions of measurements and expectations, and the leader’s role in generating supportive, positive feedback and engagement can go a long ways toward building teamwork and improving communications.
MY suggestion is to have Leader Needer consider asking the manager to help align everyone toward some shared objectives through a series of meetings and communications. Alignment to those shared goals goes a long way toward helping leadership see where their support is needed and congruent. It would also open communications and build some trust.
Asking and listening will go a long way toward changing the perceptions about what is happening, it would seem.
Specific actions should spring off these general ones…
Thanks for your insights Dr. Scott. Working toward clarity and alignment is a fundamental aspect of leadership. As you indicate, perhaps they can get the ball rolling. Makes me think about doing the leader’s job for him and then stepping back so he can take over.
Leaders influence and inspire people to make positive changes.
1. So what is one change you would like you leader to make?
2. What facts, data, suggestions, reasons can you present that would convince him to make the desired change?
I agree with George Bullis’ earlier comment. Vague generalities don’t work. You need to be very precise in defining the desired change. Then you need to determine is your boss is able and willing to make the change.
You may want to read my book, Precise Leaders Get Results. It focuses on this topic. I will send you a free electronic copy if you would like.
Thanks for adding a resource to the conversation, Paul.
I was once told (by a terrible boss/leader) that I needed to show more leadership. But, I wasn’t in a leadership role. I was confused, and reached out to a trusted leader/mentor. He told me, “You can demonstrate your leadership skills by doing your job, and doing it well. Other team members will notice and look to you for guidance.” That put things in perspective for me, and really helped me take control of my career. Soon thereafter (about a year later) I was promoted into first-level management. I often give that advice to my subordinates who worry about not getting leadership opportunities. Some accept the advice, some don’t.
Thanks Arturo. You remind me that it’s a sign of wisdom to have a mentor or to seek outside advisers. Congratulations on handing a difficult situation with finesse.
I suspect those who take your advice are more likely to get ahead.
One golden nugget in your comment is, “… helped me take control of my career.” We’re all better off when we stop waiting for others to give us what we want.
A key question to this topic may be, is the employee a direct report to “the boss”? Many times there is a layer between “the boss” and a director who is the acting immediate supervisor. If the employee is not a direct report (which is hinted at since she doesn’t have regular one-on-one meetings with the boss), is she trying to get close to the big boss to undermine the director? This happened in our office. The disgruntled minion employee went around bad-mouthing the top boss to everyone to gain an audience and get them in her corner to position herself, when in fact, the employee just wanted higher pay, her director’s position (who wasn’t doing a good job), recognition, a title, and power. Eventually, the big boss caught wind of it all and distanced himself even further from the nonsense.
Thanks for the heads up on office politics. Some are skilled at the dark arts. I sure hope the person who wrote this email isn’t doing what you suggest.
I’m glad you added to the conversation.
Read Clay Scroggins book – How to Lead When You’re Not in Charge. Remember, everyone is in charge of something. Position yourself in such a way you can influence from your place on the org chart.
Thanks Troy. I appreciate you expanding the conversation. I haven’t read Clay’s book, yet. I’ll put it on my reading list.
This is sooooo helpful to hear everyone’s response! Iron sharpens iron. I too am a “Leader Needer” and realize that my responsibility is to focus on myself first…BUT I still get VERY frustrated by the lack of leadership in today’s workplace, and that weak leaders get promoted to positions of leadership on a regular basis! It can be so demoralizing. Thank you all for sharing!
Thanks Rhonda. The challenge of focusing on your own development and career is it doesn’t change a lousy leader.
There is a place to give leaders challenging feedback. But in the case of Leader Needer, because there was little contact, I felt it best to focus on her personal development.
If Leader Needer was a colleague, direct report, or supervisor of the lousy boss, challenging feedback would be appropriate, even a responsibility.
As we are in our one of our semi-annual evaluation seasons, I asked my direct reports to evaluate me, anonymously if they wished, using the same forms and criteria my boss will use later this week.
It opened their eyes to some of the items I am judged on, and allowed me to see where I may need to reassess the way I handle some items with them.
A lot of times on Wednesdays my boss will address the whole office (in an email) with a salutation of “First and foremost, I hope everyone is having a wonderful hump day.”
Am I a prude to think that this is tacky and unprofessional?
Thanks Bill. My first thought is let it go. It doesn’t matter.