Ever have one of those conversations that left you shaking your head after you left the room? Were you amazed regarding the inappropriate leadership behavior and lack of simple management skills of the leader conducting the meeting?
Yes, admit it. Those meetings are incredibly hard to take, especially when you know the person has been and will continue to be in a top leadership role. This topic was once again brought to my attention in a conversation about women in leadership roles that aren’t worth following.
Asked for my opinion and an explanation of my thoughts, I first asked for some examples of behavior and attitude that had been in place for at least two years. I was given the overview behavior within ‘group conversations’ that occurs every Monday afternoon and these examples of supervisor comments.
Don’t you see that this could be wrong? What don’t you understand?
Why didn’t you? You should have had enough time.
We don’t ask for their opinions; we give ours. Their justification or results don’t matter.
I find it unacceptable. I don’t know why you can’t understand. Do you understand what I’m telling you?
Is this unacceptable to you? Why stay? These were my thoughts.
Look around within the organization you are working for and analyze the financial performance, employee retention, morale of employees, the changing structure that has or is occurring, and the succession planning tools not being used. Examining just a few aspects of your organization will enlighten you on the leadership conditions and if the conditions will soon change.
Dysfunctional organizations don’t replace poor leadership, have no functional succession planning, and limited applicants for any position based on a reputation of being an incompetent business.
I’ve been very fortunate to have worked all over the country in a variety of leadership roles that were created for me by some amazing male mentors who gave me the ability to guide other team members. From those adventures, personal relationships have been created as well as professional success for all involved.
One of the reasons my leadership developed creating happiness and success for myself was the mentoring, guidance, proper succession planning tools, and tough-loved I received from the leadership above me.