Incompetent leaders approach change the same way a toddler approaches finger painting. Enthusiastically! Recklessly! And with no thought of the cleanup.
The Incompetent Leader’s Playbook for Change
#1. Approach Revolution Like a Party
“Exciting news! We’re pivoting our entire strategy. Again!”
It feels like a surprise birthday party that no one wants. Most are groaning inwardly.
#2. Use Buzzwords
“We’re shifting paradigms and leveraging synergies to enhance holistic alignment.”
Translation: We don’t know what we’re doing, but we’re doing it loudly.
#3. Skip the Reason
Assume everyone is thrilled to do 20% more work with 30% less clarity.
Pro tip: When people ask “Why are we doing this?” say, “Great question!” and change the subject.
#4. Establish a Vague Timeline
“This new system will roll out…soon. Ish. Maybe Q3?”
By Q3, you’ll be launching a new initiative anyway.
#5. Blame All Resistance on Bad Attitudes
Bark, “Get on board,” when people ask questions. Label them as negative.
Nothing says “great leadership” like gaslighting your team.
Bonus: Schedule a mandatory “chaos management” workshop and cancel it. Blame HR or IT. Or the full moon.
Tips
Start by doing the opposite of incompetent leaders.
Don’t act in isolation and wonder why people drag their feet.
Poorly managed transformation is a spaghetti mess. Incompetent leaders are confusing, inconsistent, disconnected, and chaos on wheels.
- Don’t demonize people who built the present and expect them to support new initiatives.
- Go with early adopters. Allow late adopters to gain confidence.
- Design small wins and honor progress.
“The secret of change is to focus all of your energy, not on fighting the old, but on building the new.” Dan Millman
What are the worst strategies for managing change?
Coaching People Who Resist Change
For all leaders who aspire to be better leaders, read, The Vagrant. It will transform the way you practice self-reflection.
