Bad Bosses

I have written about how the people you work for can be fatherly and guide your career. Unfortunately, I have found that other kinds of executives far exceed caring bosses. I have also found that people are leery of commenting about poor leaders. They feel it is excuse-making or so specific that it does not reflect others' experiences. However, we must acknowledge and address these issues. By doing so, we empower ourselves and take responsibility for our professional growth and well-being. This empowerment is critical to overcoming the challenges posed by bad leadership.

Let's embark on a journey into the realm of lousy leadership. I've certainly had my fair share of encounters with these leaders, and I'm sure you have, too. This article will delve into six types of leaders that can make you question your career choices. Remember, you're not alone in this experience. Many professionals, like you and me, have faced similar challenges and have come out stronger on the other side.

1. Now, let's talk about Peter, the principal boss. This boss has landed their position by having a title or moving into a similar role at a new company. But here's the kicker: they need to gain the skills required to be a leader. They're not exactly the most empathetic or understanding and blissfully unaware of their shortcomings. Others may try to paint them as lovely, but the truth is, they're just not competent. It is frustrating to watch them struggle with their job while you pick up the slack.
2. Say what now, boss? Leaders of this ilk seem very practical and competent. They go along and are doing well. Then you discover you have crossed over to being the enemy. Maybe you got credit for something they took part in; perhaps you were placed sooner in a speaker lineup, or you were doing too well and became a threat. This toxicity surprises you, but they work hard to get you away from their spoils. Your head may be spinning due to the change in demeanor, but don't worry; this kind of boss will force you out quickly after this change occurs.
3. It's my way or the highway, boss. This boss has to have complete control over your actions. They will dictate how meetings are run and what protocol is required. They typically come from a structured environment (military, seminary, etc.) and expect you to continue to behave in that hierarchical way. They also tend to bring in similar staff who will align with this style. They are super effective but need to be more creative and innovative. Their teams are top performing, but only within this specific structure; those unwilling to comply will be forced to or transferred soon.
4. The Darth Vader leader leads with fear and power but wants his teams to be interchangeable yes-men like the Stormtroopers. They tend to have a core of collaborative leaders who are aligned with them from multiple groups to bend the direction of strategy and operations into their thinking. They want you to be beholden to them and do as they are asked unquestioned. As you become known as someone who will question, you are banished to a dark outpost where it can be made to look like you are a poor employee and quietly removed out of Darth the Leader's way.
5. The intellectual leader. This leader tends to focus on where they went to school, their background with top employers, what conferences they are speaking at, what degrees they have, and a lot less concern about their actual job or team. They are bright and likely famous in their industry but are likely massive introverts who do not enjoy human interaction. They fall back on their power and prestige when forced to endure it and treat people poorly. They would write a thought leadership post instead of your annual review. They also tend to have focused on one particular area of focus and have no depth beyond that.
6. The friendly leader tends to be friends with the entire team. They are always looking out for them and taking you to lunch. This team is growing slower than others, and most rewards only go to the leader rather than the team. The team tends to be made up of all very similar-looking ages and genders. They seem happy until they see how their peers are advancing, and the facade of friendship erodes.
7. Bonus: The win-at-all-cost leader. While generally focused on sales roles, they can also be found elsewhere. They will do anything to advance. They want to be on the 30 under 30 and every version as they age. They will overlook everything toxic, miserable, unethical, lack integrity, and only care about results. This leader generally will be supported until they can no longer be. Eventually, they will cross a line and go too far. They may harass a subordinate, stalk a coworker, relinquish all boundaries, break the law, and generally cause their legal team a several-year engagement for their actions.

Poor leadership is only tolerated by weaker management teams. I have seen powerful teams identify these leaders and weed them out. But they can be elusive as well. When faced with it, see if your firm can assist and improve the situation, or you may have to seek a better option in your next role. Once you have a poor leader, you look for the signs and will no longer tolerate that again. If I missed any archetypes, please add them to the comments.