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How to be a Bad Leader – Part 2

Last month I explained that being a bad leader apparently requires at least some effort. In that vein, I provided some steps that would ensure you’re ineffective as a leader and, as a bonus, disliked and not respected by your team.
Another leadership responsibility that can help you achieve status as a bad leader is change management. Here are some steps to help you drive your team crazy.

1. When change is directed from higher up in the organization, and you know the directed change will be a problem for your team, present it as the best idea you’ve ever heard. When a team member has a doubtful look or even begins to suggest a problem, glare at them with a hurt expression, as though they have just questioned your very right to exist. (practice this in the mirror) Then in the most hurt tone you can muster say something like, “And I thought you were a team player.” Don’t let them get in the habit of questioning direction.

2. Even if you know that the proposed change will be difficult to implement in a way that will benefit the company, or might even harm the company, never say anything to your boss about your concerns. Instead, endorse the proposed change and mention the brilliance of the boss. You don’t want the boss to think you aren’t a team player do you?

3. If you decide to implement some new ideas yourself, make sure the team is clear that it is your idea and you are not asking them for any input. If someone suggests a different way of implementing your idea, immediately stop them. This is your idea. Next thing you know they’ll be wanting credit.

4. If someone on the team has a suggestion for change that would improve the team’s effectiveness, tell them the idea is silly and will never work. Suggest they just get back to doing what they are told. Extra points if you suggest the same idea a week later as your own brainchild.

5. Finally, the step that is most likely to cause a team meltdown, direct multiple changes at once. This will be most effective if the changes are unrelated to each other. Then, every week or so direct another random change. When the team begins to complain about all the changes, explain that change is necessary and their complaints just demonstrate why you’re the boss.

Remember: if you are responsible for what other people do, you are a leader. Whether you are a good leader or a bad leader is your choice.

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