We all know the qualities of an insecure leader: Takes all credit when things go well. Passes all responsibility when things aren’t going perfectly. Threatened by the abilities and potential of others. Hides valuable information from the staff. A tendency to micro-manage.
We all know the detriments of working for an insecure leader: High staff turnover. Low morale. Lack of team development and cohesiveness. Limited potential for the organization, especially those under the insecure leader’s wing.
But what can we do when we find ourselves working for an insecure leader? While we often feel suffocated under this person, there is a strategy that could benefit you, this underdeveloped leader, and your peers also working with for this leader…
YOU LEAD THEM. Instead of being led by a leader with insecurities, take time to lead and develop that person into a better leader.
At first, that idea may not sound ideal or quite so simple, but remember; just because they may be a leader by position doesn’t mean they can’t be led by a stronger team member willing to take time to grow, advise, and mentor them. Don’t let the job titles, credentials, or position define what you’re capable of when it comes to leading and adding value to someone else.
1.
Be completely open and transparent (Develop their ability to trust)
Of course, you should always be this way (whether leading or being led) but be extra intentional in this case. Poor leaders are often insecure because they don’t know how to trust other leaders and, more importantly, deep down they don’t trust themselves. Let them know your reasoning behind the decisions you make and the approaches you’re taking. Gently address any issues or discrepancies you might have by talking to one another in a relaxed, private conversation. Share your point of view, but be conscious not to finger point or make it seem as if the staff has been gossiping about the leader.
2.
Show them your blind spots (Develop their ability to know themselves)
Take them out to lunch or for coffee and share what you’ve discovered about your own leadership blind spots through self-reflection or by asking co-workers. Ask if they’ve ever explored their own areas of weakness. If they haven’t, that’s ok. Step one to uncovering and growing is planting a seed. Enlighten them to think on themselves a bit more and offer up direction if they would like help. Don’t be harsh, be a friend.
3.
Ask for their advice and insight even when you know what to do (Develop their ability to communicate)
It’s not kissing up to them, it’s showing them that you have confidence in their leadership ability. Leaders become self-sabotaging when they don’t believe in their abilities, which leads to the micro-managing and finger pointing. Let them know you believe in their leadership potential by encouraging the leader to communicate effectively and empower the team to handle more tasks. This can only be done when you give the leader permission to do so, and sometimes you have to reach out to the leader first.
4.
Share leadership books you’ve read or are reading, and make time to discuss together (Develop their ability to grow)
Many fears and insecurities stem from a lack of knowledge, so help the leader combat that fear by giving them the knowledge to become a more capable, effective leader. To go even further, set up discussion times weekly or monthly to discuss what you’re reading and help them apply the newfound information to real-life scenarios in the workspace.
Contact Us
Looking for more insight and information about a specific situation you’d like advice on? Email us at info@nav2lead.com or call us at 888-771-5812 We’ll help navigate and assist you in deciding which direction you can take.