On Leadership

Many times in the Rifleman's life, he has been called on to lead - personally, professionally, and all sorts of areas in-between. Some of these roles were sought, most were not. One thing that remains constant in all of them - the quality of the team being led was always dramatically improved. It is often asked what makes for a good leader. 

As with all instruction, there are two main parts: what to do and what not to do. 

This article on 9 Signs Of A Bad Boss details some things not to do. If you look at the 9 signs listed, they fall into just a few categories:

A. They are hyper-critical; they micromanage; they offer zero feedback. In other words, they tear down. 

B. They are insecure; they are a know-it-all. Two sides of the same insecure coin. 

C. They lack personal boundaries; they lack professional boundaries. One might say they lack social skills.

D. They play favorites. 

E. They play politics. 

Conversely, here is an article on the top qualities good leaders have in common. From the article:

1. They are self-aware and prioritize personal development. 

2. They focus on developing others. 

3. They encourage strategic thinking, innovation, and action.

4. They are ethical and civic-minded. 

5. They practice effective cross-cultural communication. 

Not ironically, these two lists cross very exactly on what to do and what not to do:

Prioritizing personal development (1) is the opposite of being insecure (B).

Focusing on developing others (2) is the opposite of tearing down (A).

Strategic thinking and innovation (3) are the opposite of playing politics (E).

Ethical and civic-minded (4) is the opposite of playing favorites (D). 

Effective communication (5) is the opposite of lacking personal and professional boundaries (C).

If you have an organization of any sort, and a manager in your organization exhibits any, some, or all of the negative traits, you need to sit down with them immediately and discuss. They must recalibrate, for the health of your organization. If they refuse to change, remove them. If they cannot change, coach them up, and take an honest look to see if it is better to put them in a different position - preferably one that does not involve management of others.