Your Boss is a Screamer
Recently Hal Johnson of LeadershipOnesent me something by Ichak Adizes which talked about good versus bad managers. He offered brief examples of bosses that:
Shout at employees
Fire people on a moment's notice
Curse
Insult people
Expect the impossible
Before we go further, does this sound like your "dream boss?" Is this someone you want to work for? Virtually everyone answers "NO."
But because we are intentional leaders rather than assumptive types... let's get more information.
1. Do we know any leaders who behave this way and succeed long-term? Not many, unless they are professional or collegiate coaches.
2. Is this behavior against the law? Maybe. Depends on the facts, but it certainly increases the potential of a lawsuit. (This is not my point.)
3. Does it work? That depends on your definition of success. Let's change the question to, do people continue work for these types of leaders?
THE ANSWER: In many cases, yes, people do work for them long-term. They work hard. They do not want to be fired. And in certain situations, they even love their boss or coach.
4. Why? Because in those "certain situations" the screamer boss is fair. Everyone gets treated the same. All are held to the same standards. It is that person's version of tough love. Too often we confuse nice with fair.
Now before you go out and yell at an employee, please understand a screamer will always be more effective when they learn how to be motivational without raising their voice. I am NOT recommending you become or continue to be a ruthless dictator. I am suggesting you confirm your treatment of your employees is fair and encouraging.
I love the way Adizes closes his column: "Most problems in companies are not about the numbers. They are problems with people; the numbers are merely the manifestations of the problem."
Keep that in mind the next time someone misses their numbers.
The problem is people, and no one is more influential at your company than you.
Be an intentional leader.
MEETING IDEAS
We as leaders must be equally fair to all employees in our firm. Screaming can achieve results, but it is not the best way.
Here are some ideas for discussion during your next staff meeting to consider whether you are being fair as a leader. Consider asking the staff to have a meeting without you and report back the staff answers to these questions. Comments should be confidential unless the employee wants their thoughts to be known. Do not waste time trying to figure out who said what. If that is going to be your approach then do not do this exercise.
Explain specifically how you believe the company does not treat all employees the same.
Explain how your direct boss treats you or someone else differently than other employees.
When was the last time your boss complimented you? What was it about?
When was the last time you were really motivated by a conversation with your boss? What was said that was so inspirational?
How could the company or your boss better recognize you for achieving results? Give specific examples, such as: When I complete a project the company (or my boss) should send me to France for a week. (In your dreams! But you get the idea...)
