Thank you for joining me with the Bad Leadership Styles series. I know as a leader, I have been all of these at one point or another. Recognizing it and realizing there are going to be bad days and we are going to mess up.
Breathe, pause, pray about it, then regroup and apologize when needed. Forgive and let go.
Mistakes and bad experiences help us grow to become better leaders. My intention for this series is to give you insight and wisdom on your own personal leadership journey.
A truly great Boss is hard to find, difficult to part with and impossible to forget! ~ unknown
I hope this series inspired you to become a great boss. ~ Patti
In case you missed any of the Bad Leadership series here are the links below:
This is a bonus post of the Bad Leadership series. I was talking to one of my coaching friend’s Plynn Gutman about the Bad Leadership blog series. She said to me, you have to do an extra one on Leadership Vampires who steal employees successes and claim them as their own. In other words, does not give credit where credit is due. This blog post is for you Plynn and thank you for the suggestion.
How does it feel when your boss takes credit for your work? Not good at all. People don’t feel satisfied or appreciated when they are not acknowledge for their contributions. This happens and is a common practice within some organizations.
How do you handle this when it happens? (Pause and Reflect)
What is the organization culture?
Do they recognize people ideas or suggestions?
This will make a huge difference on how to react. Is it acceptable to stand up and take credit for your ideas. Will your direct supervisor support you when you do? Is it worth standing up and saying look at me?
I believe, yes, everyone should be recognized for their contributions. However, some managers don’t give credit where credit is due. Remember to pick your battles carefully especially when you work for Vampire Leaders.
Ask yourself:
Do I want to announce to everyone, hey, this was my idea?
If yes, (Stop, Pause and Reflect) – Will this halt any future career opportunities for me?
If no, schedule time to meet with your boss privately to discuss it.
When I think of Leadership Vampires, it is a Boss that sucks the life right out of you. They are harsh, aggressive, demanding and belittling. They show favoritism and leave you feeling beat down mentally and physically. When around them you may feel anxious, sick, angry or depressed. They have a habit of reprimanding staff in front of others and micro-managing employees time. They lack empathy and drain the positivity and creativity right out of you.
How do you deal with this type of Leadership?
Don’t react
Be calm
Listen patiently
Don’t interrupt
Don’t disagree
Pick your battles wisely
Apologize when necessary
Give them nothing to feed on. They love drama!
Take away:
Working for a Vampire leader is exhausting. Keep calm and don’t react to the harshness. Work hard and listen carefully. Say your daily positive affirmations throughout the day to keep yourself going. You got this!
Comments are always welcome and please share this post with your colleagues, friends, and family on your social networks! Sharing is caring.
Ghosting is breaking off a relationship by ceasing all communication and contact with the former partner without any apparent warning or justification, as well as avoiding or ignoring and refusing to respond to the former partner’s attempts to reach out or communicate.
What is Leadership Ghosting?
Here is my definition:
A leader who ceases to properly communicate, is unavailable, refuses or ignores to respond to questions or suggestions, but thinks he/she knows what is happening within the business. They make decisions that are bad or unreasonable and are disengaged from staff. They run the business through emails or texts. Misunderstandings occur due to lack of face to face contact or verbal conversation for details and guidance. The Ghosting Leaders make decisions without knowing the full scope of the situation or ask questions and these decisions are harmful to the organizations, the bottom line and the staff become very resentful due to the cause and effects of these decisions, as well as the lack of input.
Behavior of Leadership Ghosting:
A ghosting leader withdrawals communication with staff
Ignore employees
Fears conflict
Fears disappointing someone or looking like the “bad person”
Doesn’t want to deal with someone’s anger
These type of leaders don’t like to deal with uncomfortable situations. Instead of addressing the circumstance they avoid the situation altogether.
Examples of Ghosting:
Your boss said you would get a promotion and months later nothing
You apply for a position and go through the interview and weeks go by and you find out someone else got the position. The ghost leader didn’t tell you
You’re promised information by a certain day and time and never receive it
The dangers of Leadership Ghosting leaves employees feeling undervalued, disregarded and disappointed. This type of leadership style is unprofessional, rude and cruel.
If you recognize ghosting leaders in your organization or within yourself. Here are a few tips to encourage behavioral change in this leadership style.
Sit down with them and discuss the behavior you have observe
Ask questions, give feedback on their management style and suggestions on how to improve engagement with staff
Overcoming the fear of conflict will reduce anxiety, strengthen courage and promotes better communication skills. Start by responding back to emails, voicemails and texts even if it is short and to the point. Something is better than nothing. Meet with employees, listen and be engaged. As you address difficult situations it does get easier as time goes on.
Have you experienced Leadership Ghosting?
If yes, What was it like?
Comments are always welcome and please share this post with your colleagues, friends, and family on your social networks! Sharing is caring.
Bullying in the workplace has become a major topic in today’s world of leadership. Many of us have actually experienced workplace bullying during sometime in our careers.
Today, I am going to discuss the warning signs of a Workplace Bully Leaders to increase awareness.
What is Workplace Bullying?
According to Wikipedia Workplace bullying is a persistent pattern of mistreatment from others in the workplace that causes either physical or emotional harm. It can include such tactics as verbal, nonverbal, psychological, physical abuse and humiliation. This type of workplace aggression is particularly difficult because, unlike the typical school bully, workplace bullies often operate within the established rules and policies of their organization and their society. In the majority of cases, bullying in the workplace is reported as having been by someone who has authority over their victim. However, bullies can also be peers, and occasionally subordinates.
Signs of a Possible Workplace Bully Leaders:
Demeaning, disrespectful and devaluing employees capabilities
Public ridicule, sarcastic, insults, name-calling, threats, and intimidation
Targeting and creating social isolation with staff
Blaming, lying, gossiping, spreading rumors and whispering
Failing to give credit to employees for their work
Overloading targeted employee with a huge workload
Micro-Manages and commands respect without earning it
A know it all
Bully leaders create isolation and silo work environments. They divide staff and departments to keep control.
Why don’t people speak up? Employees are afraid of losing their jobs.
Bullying by leadership has been associated with number of physical and behavioral health issues for the employees who are targeted.
Warning Signs of an Employee Being Bullied:
Becomes less socially active or confident
Appears scared, stressed, anxious or depressed
Calling out sick more frequently than normal
Physical signs of tension such as headaches, backaches, not sleeping well and suicidal thoughts
If bullying is unaddressed the aggression and unresolved conflicts will continue to escalate. When not dealt with, it causes negative affects on the targeted workers – maybe even psychological, financial and physical burdens.
The Results to the Employers:
High Turnover and Absenteeism
Low Productivity
Lack of Creativity
Legal Costs
Damaged Reputation
If you recognize Workplace Bully Leaders in your organization or within yourself.
Here are a few tips to encourage behavioral change for this type of leadership style.
Sit down with them and discuss the behavior you have observe
Ask questions, give feedback on their management style and suggestions on how to improve engagement with staff
Set a zero tolerance approach of workplace bullying
Build trust and open door policies to discuss bullying
Schedule leadership training courses especially on bullying – Udemy.com
Bullying promotes an atmosphere of fear, vulnerability, anxiousness, and uncertainty. Awareness is the key to change. Develop a workplace of zero tolerance accompanied with training, coaching and mentoring to display compassion, empathy, safety and trust.
Have you had a Workplace Bully as a Boss?
If yes, How did they make you feel?
How did you overcome it?
Answering these questions above and sharing your experiences may help someone else dealing with a workplace bully.
Comments are always welcome and please share this post with your colleagues, friends, and family on your social networks! Sharing is caring.
Today, I am going to discuss the leadership style of an inflexible boss. These type of personalities are unapproachable at work and home. Any type of change is not welcome or encouraged. Working with this type of leader stifles innovation and creativity while leaving employees feeling resentful and unmotivated.
What is an inflexible leader?
The inflexible boss is arrogant, distant, unreasonable and unapproachable. They are closed minded to any changes and will not listen to any new ideas, consider different options or new technology. The inflexible boss promotes fear over staff to ensure they follow their ways of doing things.
Characteristics of this type to leadership style:
Punishes for not doing things their way
Their way or the highway
Don’t listen or open to any suggestions
Always right
Strictly by the book/procedures
Favorite phrase – We’ve always done it this way
Never says sorry
Lacks empathy
Jumps to conclusion before gathering all the facts
If you recognize inflexible leaders in your organization or within yourself. Here are a few tips to encourage behavioral change in this leadership style.
Sit down with them and discuss the behavior you have observed and explain that it is important to be open to new ways this helps the company to succeed
Ask questions, give feedback on their management style and suggestions on how to improve engagement with staff
A good leader will let employees try new and different ways of doing processes, especially if the current approach isn’t working or becoming mundane. Listening is essential to know what is working and what is not. Being approachable and welcoming is the first step to building trust and be able to hear what people are feeling and new ideas.
If yes, How did you feel working for them?
What were the obstacles and how did you deal with it?
Comments are always welcome and please share this post with your colleagues, friends, and family on your social networks! Sharing is caring.
An absentee leader is someone in a leadership position who is psychologically absent from their responsibilities as a leader. They are known as the “silent killers.”
Here are some characteristics of an absentee leader:
Psychologically absent from their staff.
Take value out of an organization without contributing back.
These leaders are laissez-faire (to let people do as they choose)
Don’t show up to meetings, unresponsive to emails, gives zero feedback and doesn’t share important information with employees.
Seldom engage with staff.
Organizations rarely confront the absentee leaders. If left unobserved they can halt succession planning, block potential staff from promoting and cause unproductively in the workplace. Those who report to them may become frustrated which has a negative impact on the employees and the work environment.
Teams with absent supervisors often feel they have no direction, are unrecognized, neglected and overlooked without any clear goals, guidance, and feedback. Employees don’t develop under an absentee leader.
The Destruction of the Absentee Leader:
Degrades the employee’s job satisfaction
Leads to job performance uncertainty
Employee’s stress levels and talents are drained
As long as the absentee leader has an employee who will pick up the slack this behavior will continue. The absentee leader enjoys the perks and entitlements of their title but isn’t doing the job. This type of leadership style is destructive. The hard-working employee’s who are actually doing the work aren’t receiving the support, recognition, or crucial feedback. The absentee leader accepts credit when things are going right and pushes blame on staff when things are not.
If you recognize an absentee leader in your organization or within yourself. Here are a few tips to encourage behavioral change in this leadership style.
Sit down with them and discuss the behavior you have observe
Ask questions, give feedback on their management style and suggestions on how to improve engagement with staff
Schedule leadership training courses to improve leadership development skills – Udemy.com or Lynda.com
Companies don’t always see the effects of this type of leadership style until the damage has already occurred.
Takeaway:
Recognize the absentee leader within your organization or inside yourself and address the situation. Employees want a leader who is there for them. Staff follow a leader who will coach, train, motivate, recognize their accomplishments and help them to succeed.
Have you experienced an absentee leader? If yes, What was it like?
Comments are always welcome and please share this post with your colleagues, friends, and family on your social networks! Sharing is caring.
