Avoiding the Pitfalls of Cowardly Leadership in the Workplace
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Understanding the Cowardly Leader
Reflecting on past experiences with various supervisors during a casual gathering, I realized that there are two distinct groups: those who have endured the trials of working under a cowardly leader and those who have not. For those who haven't faced this challenge, it’s akin to trying to explain a traumatic event to someone who has never experienced it—they simply cannot understand.
To all my fellow survivors of cowardly leadership, here’s to you! The cowardly leader embodies the self-centered career manager who prioritizes personal visibility above all else. Their main concern lies solely with themselves, a trait that is unfortunately not uncommon in corporate culture, where many self-help books seem to endorse such behavior. Phrases like "Be your own biggest advocate!" and "You are the only one who will manage your career" contribute to this mindset.
However, this self-absorbed nature can become detrimental when such leaders exploit their subordinates to elevate their own status. These cowardly leaders excel at upward management, often appearing flawless during meetings, displaying a charm that masks their true intentions. Yet, the fear that drives them creates an unpredictable environment for their team members.
The Nature of Cowardly Leadership
A cowardly leader is motivated by their fears, which can be triggered by various factors—be it an upcoming presentation or an encounter with a colleague. Their anxiety often results in them projecting their stress onto others, leading to a cycle of verbal attacks reminiscent of high school bullying, albeit without physical confrontation.
The verbal assaults may begin subtly but escalate over time, as these leaders find ways to undermine their team members, often resorting to vague criticisms that leave you questioning your own work.
Manipulating Relationships
The cowardly leader thrives on control and often isolates team members. They prefer one-on-one interactions instead of group discussions, allowing them to manipulate each relationship separately. This isolation tactic ensures that team members rely on them for validation and approval, while they maintain a façade of scarcity and importance.
Taking Credit and Gaslighting
Moreover, these leaders are prone to appropriating the ideas of others, presenting them as their own, and conveniently forgetting the contributions of their team. If an idea succeeds, they will proclaim their foresight; if it fails, they will shift the blame to you. This dynamic creates an environment where your sanity is constantly questioned, leading to feelings of confusion and frustration.
Challenges in Reporting
When faced with such leadership, seeking help from HR often proves futile. Cowardly leaders are adept at managing their image within the hierarchy, leaving you without any clear evidence of wrongdoing, making it difficult to lodge complaints. The fear of retribution can leave you feeling helpless.
In Conclusion
Cowardly leaders exist, but recognizing their traits can empower you to navigate these challenging dynamics. Remember, you’re not alone, and the situation can improve once you or they move on.
Author
Yaniv Nathan is a transformational product leader with a proven track record in launching products and improving digital processes. Connect with him on Twitter @PM_isBusiness or LinkedIn.