“Facing difficulties is inevitable. Learning from them is optional.” John Maxwell
In over three decades of leadership, I’ve had more leaders than I can recall. Some were great. Some were horrible. I learned from all of them and I’m a better leader because of all of them. Weak Wade was missing a backbone. He would change his mind at the drop of a hat. The last subordinate to speak with him seemed to get his way. Wade was more interested in looking good than anything else. Diminishing Daniel brought out the worst in me and in his staff. No concept or solution you brought him was good enough. He was as demanding and unforgiveable as they come. He cut me no slack. Daniel wore me out. Emotional Ernest let emotions get the best of him and his leadership. He would send emails with underlines and all capitals. He would make assumptions about people and problems which I always thought was irresponsible and inappropriate for a person in his position. Ego Joe had a huge ego, but I could tell, deep down he was insecure. As proof, he would berate people before he would entertain respectful dissent for the betterment of the mission and the greater team. I don’t ever recall him taking ownership for his failings. He was rude. He would check his email on his phone right in the middle of a meeting. Indeed, I had plenty of leaders who acted as leaders should – who set an example I emulate today. Those were the easy ones. I’d follow them anywhere and I’d fear the day I let them down.
What are we to do then, when we encounter a bad leader? Do we turn and run? Do we resign in protest? Do we hunker down and weather the storm waiting for the changing of the guards? There is no easy answer. I wish there were but there isn’t and there should not be. Deciding to vacate a situation ought to be deliberate. There are, indeed, cases where a leader is doing physical and or psychological harm. In those scenarios, one owes it to themself to vacate the situation. When this is not the case, more thought is required. Here is my experience.
