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Guest post by: Jennifer Loftus Become an Author

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Your office morale is low, although your productivity is at a constant, sub par level. The atmosphere in the organization is that of sheer terror and dissatisfaction, not because of a near miss deadline, but because a supervisor has an overly authoritative approach to leading his team, or department. Such a scenario is not as far-fetched as it may seem. In many organizations, an over zealous (but well meaning) supervisor or manager may exercise severe leadership tactics in order to create the most successful team possible. Unfortunately, for the employees, such a leadership leads to dissatisfaction to the organization and later, a loss of talent for the organization as dissatisfied employees begin to leave. In this edition of Astronology, The How to Deal trilogy will discuss difficult managers. Recognizing the Signs of a Difficult Leader

So how do you spot a difficult leader? What are the telltale signs? An article entitled, "What Makes a Bad Boss-Bad?" From About.com listed:

o Lacks courage to deal with difficult situations or to make decisions.

o Uses their comments to cause dissension between co-workers.

o Constantly brings up previous mistakes, causing a discouragement to employees.

o Quick to claim positive credit for others actions, and just as quick to blame others for negative.

o Failure to communicate with employees about performance reviews, changes in organizational structure, and/or tasks.

o Uses unnecessary disciplinary actions when simple, positive communication could have been used.

Such actions taken by leaders can easily cause employers to feel as though they do not matter to the organization, and as a result, organizational loyalty and morale suffers. Such outcomes are not wanted in an organization looking for growth and strong organizational communication.

How Do You Resolve Bad Leadership?

An organization's definition of "Bad Leadership" really depends upon the situation of the employees. If the skill and knowledge of the manager falls below needs of the employees it is understandable as to why any employee would label a leader as ‘bad'. So to begin uprooting the unpleasant leadership skill and replacing them with positive ones it is important that one recognize the imbalance and begin to introduce positive steps that the leader can adapt to.

It maybe unnerving for an employee to approach a manager or a supervisor and explain to them that their leadership is hindering their progress as an effective employee. It would be more useful to everyone involved if all employees' inputs on their leader's skills are given anonymously. A small employee survey can suffice, as well as even a suggestion box. Once information is gathered, a human resource leader can use employee's input to help the leader to see where they are lacking as a leader. Many may not even realize that they are hindering their employees and will be ready to make adjustments. Another suggestion to help the leader to adjust could involve conducting a leadership workshop or initiating a leadership coach. Many leaders will take this as a personal interest and will attempt to become the best they can be as leaders for their organization.

A 2006 Gallup Management Journal Survey highlighted that 77% of the employees that felt engaged in their workplace also had close ties with their employers, managers, and supervisors. Citing that these supervisors "focus on my strengths or positive characteristics". This survey is a clear indication that in order for an organization to have happy competent members, its leaders must have close professional relationships with their employees. Leaders who do not match their subordinate's needs must adjust their leadership skills in order to avoid the unnecessary consequences of bad leadership. Why not take an evaluation of how your leaders are guiding their members today?

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