They all hate their bosses…

I was returning from a lunch today when it struck me that recently, when I meet talented, professional women for lunch, many, many of them are in the process of figuring out how to transition out of their roles because they can’t stand the people that they work for.  These are not gals with a sense of entitlement, that expect to be baby’d in the workplace. In each and every case, all put in long hours, care about their clients and the teams that they manage, but somehow got stuck reporting to folks with zero communication skills, futile emotional intelligence, and in a few cases, scary cases of insecurity.

Of all the money spent by organizations on management and leadership development, why are so many organizations still lousy at this?



4 responses to “They all hate their bosses…

  1. Hear hear!!

    so here’s the next question…how do women actually help each other?

  2. Good question – I think the fact that we are talking about these issues is a great first step. One thought I have is that when you report to someone that you really admire and respect, to tell them and their boss that. Sometimes I think the really great bosses don’t get much recognition.

  3. Hi Suzanne

    As a woman who decided to work for herself, and someone who helps companies address these very same issues, I’d have to say that:

    1. great managers who are low on the food chain are threatening to poor managers who are higher up than them, so they don’t encourage great management, but they do encourage politicking
    2. many (many) organizations pay for mgmt/leadership training but expect training to have a magical effect – what they really need to do is a wholesale transformation and just throwing training at it, doesn’t really work.

    I could go on, but those are two biggies.

    What do you think? Are there other reasons?

  4. I would say that I agree with the comments that Holly has given – I too have gone out on my own to try and help companies with their lack of leadership skills. I think that many times, managers (supervisors) are very good at the technical aspects of their jobs; however, they do not always know how to manage people. I totally agree about the politicking as well – the best way for leaders to be effective is to listen to what their people are saying and to give them the tools needed to do their jobs – communication is key – we all know that and yet it seems to be one of the most difficult things to maintain. When companies put money into training, as Holly states; it’s not a magic pill that’s going to automatically change everyone – follow up and accountability for actions must be there as well.

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