Anti Leader
Yet we can learn plenty about leadership from negative aspects. Certainly there are many lists of bad leadership
styles. But I am compiling what I consider to be the 10 qualities of the anti-leader in corrections.
1. Accept fawning – Most leaders understand that coworkers will try to get into their good graces with
insincerity. In addition to this, some supervisors will actually enjoy and expect such behavior. This
management style showcases preferential treatment and spawns resentment, lack of productivity and
may inspire sabotage.
2. Inconsistency – Can you image operating under the chaos of shifting expectations? It happens to some
people every day. Some work shortcuts that are initially sanctioned by supervisors may be retracted quite
quickly. It is never easy for staff to understand discipline they may receive for an action that was
appropriate just a few days earlier.
3. Deceit – Lies, they say, will get you in the end. Quite simply, many people hate liars. But, it is worse when
you are being led by a liar. Once a supervisor has demonstrated the ability to willfully mislead, any other
statement will be under strict scrutiny. Mendacity is not a winning quality for a leader. Whatever short
term gains this strategy can gain are erased in the long run.
4. Lack of respect toward superiors – It is difficult to feel respect for your manager when she does not ever
try to hide her animosity for her supervisor. That is one way that modeling can negatively impact
professional relationships.
5. Lack of respect toward peers – Managers should have a considerable understanding with their peers.
After all, they face the same basic challenges of the position. Yet, when we see peer bashing among
managers, the implication is that they are vying for primacy rather than cooperation. This sets the tone
for unfriendly competition and back-biting.
6. Lack of respect toward subordinates – While rank is important in our paramilitary paradigm, so, too is
deference. Yet, supervisors that show contempt send the message that their employees are truly
subordinate and not important.
7. Gossip – Information is good, for the most part. It is easy to appreciate some knowledge, even if it gained
by an unofficial communications vine. Some of this can prepare us for possible changes and understand
current situations. However, mean-spirited gossip about a colleague’s personal life does not qualify for
this sort of knowledge. And when supervisors engage in this, one wonders what they are going to say
about them.
8. Indecision– One can change positions occasionally and still be considered as a decisive leader. This is not
to be confused with thoughtful contemplation of an issue. Indecision is when a manager is frozen by the
prospect of making a judgment. Indecision implies weakness.
9. Division – Some managers maintain control of their employees by inspiring disunity in the ranks. They are
often adept at reading staff personalities. The Dividing Manager can turn two staff who operate with
friendly competition into rivals. That may increase production in some cases, though usually only in the
short term. But it also fosters animosity which can cripple a work area.
10. Egomaniac – It is one thing to acknowledge one’s abilities. It is quite another to force others to kowtow to
your overblown hubris. Sometimes ego monsters are truly talented. But their self-praise detracts from
this. Those who boast of their abilities and achievements will invariably chase away respect. It is not
difficult to follow someone who is confident. Yet, it is hard to be lead by a pompous ass.
Why study the negative? It serves to give examples contrary to what we expect. It pays to look at the negative, as
it pulls us out of a comfort zone. Good lessons are not always pleasant. And leaders who do not display the above
negative qualities may even earn the respect of the skeptics.
Application: Apply four of the qualities above to Othello. Explain. Which of these will play the most significant
role in his downfall? Explain.