There are three major types of difficult leaders. The indecisive leader, the insecure leader, and the all-knowing leader. There are several signs that can help you identify what type of leader is in your workplace. There are also several ways to work with each type of difficult leader.
The Indecisive Leader
The indecisive leader might be a perfectionist that is hesitant with deciding until they have all the data. These individuals might also be held back by uncertainty and prefer the safety blanket of the status quo. A consultant can help indecisive leaders by defining the issue together, and the solution will eventually become apparent, which will help the individual feel more comfortable about the decision. A consultant might also have to force the first step to decision-making by trying one option until something works or breaking down the decision into small decisions. Building trust with the individual and discussing the individual’s behavior and how it affects their team and work can also help the individual work through their obstacles.
The Insecure Leader
The insecure leader is the second type of difficult leader. They usually find themselves competing with their employees rather than motivating them. An excellent way to approach this type of leader is to understand the root cause by looking at the big picture and finding anxieties the leader faces, like unfinished projects or an understaffed workforce. Approaching this type of leader with a collaborative attitude can help bring their guard down. Transparency between the consultant and the leader can help decrease the number of unknowns that could be fueling the leader’s insecurities. Appreciating the positives can help highlight strengths, which can positively affect the leader’s insecurities and focus on building on their strengths instead of focusing on their weaknesses.
The All-knowing Leader
The all-knowing leader typically feels they are the most talented and knowledgeable people in the room. They lack trust and confidence in their team and tend to micro-manage. The best way to work with them is to facilitate their process and guide them to solutions. Engaging the leader and channeling their energy can help them get involved in a new idea or solution, creating a productive diversion area.
Coaching a Difficult Leader in the Virtual Environment
There are three major hurdles when it comes to coaching in a virtual environment. The first hurdle includes recognizing that insecurities and agendas differ in a virtual environment than a face-to-face environment. Things such as how they look and sound over the phone or computer might distract the individual and cause the individual to feel awkward or uncomfortable. Other distractions could be present such as children in the home or noise from the outside environment. Setting clear expectations for the leader can help alleviate the fears of the virtual coaching environment. One suggestion was requiring the cameras to be on during meetings to ensure accountability and that all people are present and in the moment. This will help with listening, asking questions, and understanding the content in meetings.
The second hurdle includes maintaining consistency. The coach can implement a weekly or daily meeting to check in with the leader by scheduling meetings. One-on-ones should be structured and consistent. Both parties must avoid canceling the one-on-ones because it can permit neglectful behavior. Lastly, each meeting should follow a similar pattern, so the leader knows what to expect and how to prepare best.
The third hurdle includes a lack of ownership. This happens when leaders do not make coaching a priority. Leadership coaches should work with the leader to communicate about the coaching and highlight the importance of it. The coach can work with the leader by creating a strategy for communicating the coaching actions and the leader’s role in the coaching. The leader needs to involve their direct reports and how they will also impact the coaching. This will help hold the leader accountable and increase its stake in the coaching process.