Incompetent Bosses (Series 1)

Let’s talk about incompetent bosses. A few articles ago, I wrote about having a micro-manager for a boss and the feedback was interesting and has led to today’s topic; “Incompetent Bosses”

An incompetent boss is basically a supervisor or manager who lacks the necessary skills, knowledge, or abilities to effectively lead and manage their team or organization.

It’s interesting how most career advice seems to focus on the employee and their place in the organisation but often forgetting that careers are influenced by the people whom these employees work with (aka the boss). More interesting is the fact that we tend to forget that bosses are human too and fallible. Hence placing them on some pedestal of sorts.

Here are 5 common myths about incompetent bosses that you probably didn’t know:

Myth 1: Incompetent bosses are ignorant of their incompetence.

Reality: Many incompetent bosses are very aware of their limitations but may lack the motivation or resources to improve.

Myth 2: Incompetent bosses are intentionally malicious.

Reality: Most incompetent bosses are not malicious; in fact, they are struggling just as much with their role or responsibilities as you are.

Myth 3: Incompetent bosses only exist in lower-level positions.

Reality: Incompetence can occur at any level, including senior management and executive positions.

Myth 4: You can’t succeed under an incompetent boss.

Reality: Successful employees can thrive despite an incompetent boss by focusing on areas within their control, seeking support, and developing coping strategies.

Myth 5: Incompetent bosses will eventually get fired.

Reality: Incompetent bosses may remain in their positions due to various factors, such as: – Politics or nepotism – Lack of accountability – Limited resources for training or replacement – Fear of change or disruption

Additional insights: – Incompetence isn’t always obvious; it can manifest subtly. – Incompetent bosses can still have strengths or successes in specific areas.

Addressing incompetence requires a strategic approach, while considering individual circumstances. Remember, even as a subordinate, you can influence positive change by providing constructive feedback and support to your boss.

QUICK QUESTION:
What type of incompetence is your boss exhibiting (e.g., lack of technical knowledge, poor communication)?

What are your goals and priorities in managing this situation?

Have you tried any strategies already?

Sharing more details will help me provide tailored guidance.
Send an email to info@samogaconsult.com or a DM via @h4orHelen on
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_____________________

Founder: "On-Your-Marks-Set-Get-Hired" (an Employability boot camp) 
CEO: Samoga Consult: An HR and Business Strategy firm that specialises in transforming everyday businesses into industry contenders and linking competent job seekers with deserving employers.

With over 14 years experience in Organizational Development, Capacity Building, Human Resources Management, Business Development and Advisory Services.
Popularly known as "The Structure Police" because of her penchant for aligning business strategy with people and culture. She has earned other titles such as Coach, Mentor etc
She is the Principal Consultant/CEO of Samoga Consulting Nig. Ltd a HR and Business Strategy Consulting firm in Abuja which Seeks to transform everyday businesses to industry contenders while bridging gaps between high potential job seekers and deserving employers.

She holds a B.Tech in Estate Management, Masters in Human Resource Management, PHRi trained and locally and internationally trained in Business and Employee related matters. Her extensive work experience cuts across strategic positions in both government and privately owned establishments across sectors: Hospitality, Education, Health, Mining and exploration, Maritime, Information, Technology, Construction, Entertainment industries.

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Helen Ochoga (CEO) 
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