Awe or "Ow"?
Saw a good cartoon by
Scott Adams (creator of the “Dilbert” character”) in which Leadership styles
are discussed. His leader, of course,
chooses to create a sense of “ow” in his direct reports - i.e. to show them
he’s boss by using (or abusing) his authority to make sure they always know
who’s in charge.
Most organisations these days hire “knowledge workers” who have
the transferable skills to move between a number of employers. In a market where movement is difficult (and
they exist almost everywhere) this can mean that certain categories of employee
may not find it easy to leave an abusive boss.
That doesn't mean, though, that their reputation will be unknown.
Such behaviour is usually a sign of chronic insecurity as
leader, whether because the individual perceives that they don’t have the
technical skills or for other reasons.
It’s not always easy to discover what they are, but here’s how you might
be able to mitigate the more toxic effects of an “Ow” leader.
Check: Have They Been Promoted Recently?
Newly-promoted leaders often feel insecure, especially if they've been made the head of a team of which previously they were a part. They may feel that they have to assert their authority but don't realise that "Ow" tactics will only make people rebel. Show them you accept their authority without them having to assert it.
Check: Have They Been Promoted Recently?
Newly-promoted leaders often feel insecure, especially if they've been made the head of a team of which previously they were a part. They may feel that they have to assert their authority but don't realise that "Ow" tactics will only make people rebel. Show them you accept their authority without them having to assert it.
Be Courteous:
Difficult, if you think the person’s no use, but if they
don't perceive you as a threat, that may help.
More to the point, you don’t want to give them an excuse to come down
hard on you because they perceive you as arrogant/disrespectful/overconfident
(and therefore a threat).
Deliver What You're
Asked To:
… and more. If they
feel that you make them look good, they may ease off.
Find Areas Where You
Can Ask For Advice:
Usually they've been put in charge for a reason, so see if
you can find what that is and ask for advice/opinions. If they feel that they have something to
offer, that may ease any feelings of insecurity.
Minimise
Confrontation:
Arguing may reinforce any feelings of insecurity and make
you a target. Pick your battles and your
arguments. Once the boss feels
comfortable, they may allow you more “slack”.
Support Them In
Public:
And argue one on one in private if you have a major
concern. They should appreciate the
public support and know that they can trust you.
Be Professional:
Don't talk about them behind their back - to anyone. You never know if or when it will get back to
them.
In the end, if the boss is providing too much of the “Ow”
factor, you have the ultimate recourse of either asking for a transfer or
dusting off your CV and getting it out into the market.
I have spent more than half my life delivering change in different world markets from the most developed to “emerging” economies. With more than 20 years in international financial services around the world running different operations and lending businesses, I started my own Consultancy to offer solutions for improving performance, productivity and risk management. I work with individuals, small businesses, charities, quoted companies and academic institutions across the world. An international speaker, trainer, author and fund-raiser, I can be contacted by email . My website provides a full picture of my portfolio of services. For strategic questions that you should be asking yourself, follow me at @wkm610.
Labels: Career, Leadership, Teamwork
posted by William Martin @ 16:03
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