When Leaders Lack Leadership Values and Skills

Unfortunately, studies indicate more leaders lack leadership values and skills than those that do. That’s an opportunity for a person that wants to help others and make a positive difference. Gallup says 82% of manager are in the wrong job. A Forbes article reports 50% of managers outright fail.  And another study demonstrates that 60% of new managers fail. Consequently, managers have a high probability of performing poorly and becoming bad bosses.

I saw a scene in a movie where American spies in Germany were often discovered because of the way they ate. Specifically, after they cut their food, they put down their knife and switch their fork from the left to the right hand before eating. Germans would simply continue eating with their left hand. Varied leaders are like that. They proclaim promises and platitudes about teamwork and we are family. When the pressure is on or things go wrong, they blame the team or spew four letter words or worse on the employees. In other words, their actions over time reveal their deviousness, ineptness, and duplicity.

Bad Boss Behavior, Not Leaders

Here are a few things employees say privately about bad bosses:

• “I can’t believe he said that?”  “That is inappropriate.”
• “Why does she treat people that way…it’s mean.”
• “No way! How did that person get the job? He is awful, and not as qualified as I am. Besides, nobody will follow him.”
• “You can’t trust him.”
• “I hate my job. I am looking for a new one.”

Our political arena and business environment is rife with those who have authority but really aren’t leaders. They belligerently criticize people. They are unethical in their dealings with others. And they only care about themselves: fame, fortune, influence, and power. Many are incompetent in dealing with others. One company executive I know routinely asked employees, “How much money did you make me today?”

When the Word Leader Doesn’t Apply

These people have the title or power, but the word leader doesn’t apply to them. They are bad bosses. Can you think of someone that fits this mold? Here are a few other terms used to describe them. Probably even more descriptive ones are used by people they work with when of course the person is not around. We see people in politics and the corporate offices engage in audacious antics and often get away with it. They are:

• Bigots
• Liars
• Sleazeballs
• Bullies
• Dictators

We could go on and on but why get depressed or enraged? Unfortunately, the best people do not always get the job. Many people rise to the top because they are ruthless, knew somebody, were born into it, dishonest, or take advantage of other’s mistakes. One thing is true: the job title doesn’t make a manager, executive, or politician a leader.

Recently, I worked with over 600 leaders through my Superstar Leadership classroom training. We discussed the behaviors of the worst and best leaders. Here’s what we discovered. There are more qualities on either side of the list, but these were the common ones that were shared.

Leaders who are bad bosses have these consistent behaviors:

1. Dishonesty.
2. Ego driven, it is all about them
3. Criticize others.
4. Complain about others.
5. Create disharmony.
6. Poor communication.
7. Poor listening skills.
8. Rant and rave when things do not go their way.
9. Take all of the credit for anything good, blame others for the problems.
10. Treat people disrespectfully and take advantage of others for personal gain.

Leaders who are exceptional bosses have these consistent behaviors:

1. Integrity, ethics, honor, character
2. High standards.
3. Give genuine praise regularly.
4. Give encouragement and support.
5. Help others succeed, a service orientation.
6. Exceptional coaching skills.
7. Listen effectively.
8. Humility.
9. Communicate exceptionally well.
10. Give the credit to the team.

So, other managers know what a poor and good leader looks like, who else does? Employees! Why then don’t more managers change for the better? This is curious to me since the evidence is so prevalent. Consider the stats on the image on the State of Art of Leadership. They are all interrelated. Too many executives and managers masquerade that they are knowledgeable and skilled but fall terribly short in their efforts.

Pulling It All Together

As a result, poor leadership causes lower performance and engagement in so many employees. This is happening at a time when great performance is badly needed. I believe a people revolution is brewing. Companies, executives, and managers who leap to the front of it will bask in superb results from their teams. This requires constant learning and training. The rest will be swept up in a whirlwind of trouble. In summary, Author Amit Kalantri said, “If you fulfill the wishes of your employees, the employees will fulfill your visions.”