5 Ways to Be a Terrible Boss: # 5: The Pharaoh

This is the final blog in this 5 part series is about ways in which you can be seen as a terrible boss. Hopefully you have found this series helpful. Or maybe not? Let me know either way. Leave a comment on any of the 5 behaviors you found beneficial to you. I am wrapping up this series on a destructive behavior I call the Pharaoh behavior. As a constant reminder, how you have behaved in the past is not how you have to continue to behave in the future. The power to change rests with you.

The Pharaoh leader is an interesting leader to work for in today’s environment. The behaviors associated with the Pharaoh leader bring some very strong reactions from followers. This type of leadership behavior really impacts the organization. If this is your boss, you have many choices ahead of you to make this relationship work.

The classic form of the Pharaoh leader is observed by many to be a bully. They are not traditionally the true bully, but their behaviors are very similar. The Pharaoh leader usually finds comfort in the title or position they hold in the organization. It is one they have worked very hard to achieve. And with that position has power and authority. That is what the Pharaoh likes most. When all else fails, they have positional leadership to help them behave in any way they deem necessary.

Some Pharaoh leaders behave like this because they enjoy the power and control. Others behave this way similarly to the Hammer leader we discussed in part 1 of this series…because that is what they know or were modeled for them. Pharaoh leaders like Hammer Leaders (#1 Way of Being a Terrible Boss in this series) repeat this behavior because in some or many situations, this was effective and outcomes were achieved. It might have been outcomes wanted on the task, but the impact on the followers and unit probably was not a successful outcome.

Pharaoh leaders also have the tendency to change rules and policies to fit their needs. This is done also for the need to support their position of power and from time to time shows the uncertainty of their leadership ability. When you don’t have a vision like the Blind leader as identified in our #3 way of Being a Terrible Boss in this series, then the Pharaoh leader will waffle and change their direction constantly. This type of upheaval is disconcerting to followers, and as leader, creates more confusion.

A challenge when being a Pharaoh leader or working for one is discerning whether the actions are led by an overt leader bent on showing their power and control or by someone who is just very uncomfortable, unprepared, or not confident in their leadership position. Pharaoh leaders have the reputation to also pick on staff, looking for a target for their actions. This singling out can be detrimental to that one staff person, but other see it as well. They realize it could only be a matter of time before they are the center of this attention.

Followers of a Pharaoh leader have poor morale. There is a fear of what will come next and will I be the recipient of the unwanted attention and behaviors. Followers tend to be fearful for their jobs, wondering what they are doing wrong or how to fix it. With little feedback and confusing direction, followers of Pharaoh leader spend a lot of time avoiding their leader to make the job easier. This all leads to lower job satisfaction, productivity, and ultimately effectives as an organization.

But all hope is not lost. Repeatedly during this series we have stated the every leader has probably at one time or another used the behaviors describe. Being a Pharaoh leader is no different. The time to change though is now. Destruction and loss of valuable talent usually follows in the wake of a Pharaoh leader.

What can you do?

A major goal of working for a Pharaoh leader is learning to deal with the behavior causing you the most concern. There are 3 tasks which you can implement which will help control the erratic behavior and help Pharaoh leader know that as a professional, you want the work relationship to improve.

1. Use of direct communication. When dealing with the Pharaoh leader, don’t allow the drive by direction come without clarification or acceptance. When this type of leader states that “according to X, you violated the agreement”, then ask to see “X”. This is used regularly when leaders will say “organizational policy is” or “unit instructions say this”, then find the guidance and look it up. If it is different than what your leaders is saying, then show it to them and ask for clarification. They could be just mistaken, we all do make mistakes. It also provides a chance for you to help education and mentor up to your boss for improving direction.
2. Document or verify direction given. Clearly a difficult challenge for Pharaoh leader is being direct and giving concise directions for followers. When in discussion with this leader, the behavior you want corrected is to determine the direction from your boss. Direct communication can come in the form of verbal confirmation of direction. Repeating back to the leader what you understand is the direction is one way. Documenting it in written form and reviewing is another. The goal is to get objective, direct guidance on what is wanted to meet what the leader needs. This will take some time, and extra effort on your part, but will save you from wasted time and effort.
3. Uphold moral courage. Lastly, but important in trying to correct this behavior, is upholding moral courage. I am being honest here; it is very difficult working for this type of leader. Challenging to know where they are coming from, more difficult to know the direction they are going in. Following them is like following a drunken squirrel going after a rolling nut, downhill, in a wind storm. You must be repetitive in your actions. You must not waiver for holding this leader accountable to providing good leadership. You must also know when it is time to look for employment elsewhere. Your moral courage can be tested many times, how important is it to you to work with this leader? To make them better? This can be a long term engagement, make sure you are up for the distance.

In this series we have talked about the behaviors of terrible leaders, outcomes you can expect when you are or work for one of these terrible leaders, and ways you can work to improve and not be a terrible boss. The challenge continues that each of us as leaders can exhibit one or all of the behaviors at one time or another. The goal though is to reduce it first in ourselves, then mentor others onto better leadership.

There are more behaviors which can make you a terrible boss. What have you experienced? Share your thoughts and maybe we will do a part II to the series of How to be a Terrible Boss! I would love to hear what you all have experienced or your thoughts on this series. Leave a comment and join in our leadership development!

Leading with you!

Dean

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