On Tap from the Pub

Bad leader

Executive Summary:

“Leadership” generally refers to a positive relationship; but there’s certainly bad leadership, too (you probably know one or two, right?). Gene, my pal and my editor informed me that we’re getting a lot of people to contribute their ideas about leadership for this special edition of FRONT. I’m not sure if there was a directive in that observation or a subtle suggestion, but I feel a little more than compelled to weigh in.

Except we already have a good group of guys and gals sharing what constitutes leadership. Many of the characteristics shared are the same I’ve experienced with leaders I’ve met.

So, I’ll flip the assignment a tad. Leave it to me to ruin the positive vibe we set throughout the rest of this magazine… Here’s my take on what we should NOT look for in a leader. You might guess I’m talking about “leaders” with whom I’ve had the pleasure of association. You’d be correct.

ON TAP FROM THE PUB

By Tom Field

“Just get it done.”

It’s often pointed out that a good leader doesn’t micromanage. However, when you have a young or new employee, a reasonable degree of instruction shouldn’t be ignored. I’m pretty good at figuring things out and getting work completed in an effective if not exceptional fashion. But when I was in a junior graphics production role once, I ran metal signs through a dryer that turned out to be set at a too-high temperature (or too-slow conveyor). No one told (or showed) me anything about the equipment. I didn’t know—and I only learned how not to do something… the hard way. In this case, all it would have taken to avoid ruined inventory was about ONE MINUTE of instruction from the “leader.”

“Fire her.”

More than once, I was hired for a management position where my first tasks included firing the staff. One leader waited until my first week on the job was winding down, then ordered me to terminate a person he didn’t like. Sometimes, the implication is that leadership means getting rid of underperformers (or, more accurately, payroll). If I didn’t already step into a volatile environment, the “leader” here had no problem creating one. If you’re going to call in someone to be the hatchet, at least have the decency to include that expectation before offering the position.

“What needs to be done?”

Probably my least favorite “leader” is the person in charge who asks for expertise, ideas, or actions that will improve