#ThursdayThought – The End (?) Of The Tyrant Leader

Many years ago a CEO for a non-profit was forced to resign. His years of subversive tactics and diversionary methods to hide his tyranny had come to an end when too many people, spearheaded by the woman who was the executive director and second in charge, started to compare notes and discovered alarming trends that could not be ignored or explained away any longer.

Justified, the CEO was released from their duties by the board and the executive director took his place. Everyone in the organization rejoiced when she took over. Until a few weeks later when people realized that she too, was just as tyrannical as her predecessor.

In the years since, many of those from that organization have left and sought after a better leader to work for, based on what they learned from this bitter experience.

Over the years as the fallacy of top-down, chain of command leadership has come under more scrutiny and is seen as an outmoded dinasaur, one would hope that a new fully accountable leadership and orgnizaition style, such as embraced in some of the more recent organizational structures in IT and tech orgnizations, would sweep across the landscape and bring needed radical change.

The ability for employees to have more voice in their orgnizations to say what needs to be said and hold their leaders accountable has never been as prevalanet as it is today.

And while one might think that tryannical leadership is going away, we are far from it. Too many orgnizations and pockets of leadership are still holding to their power base and won’t allow their people permission to speak freely, ordering them to stay in their lane and creating a passive-aggressive bullying culutre to keep employees in check and themselves in control.

It usually takes a generation to truly transform any institution, whether culturally, politically, economically or mentally. And while the trend is moving forward, there is still much work on both sides.

Leaders need to help foster the culture change to have safe and trusted workplaces for employees to speak up. And employees need to not tolerate being squelched when someone in leadership pushes them back down.

It will take time, but the incremental changes are needed if the workplace is to transform and create better opportunities for everyone to thrive and not merely exist under another’s shadow of influence.

(Image by Sarah Richter from Pixabay)

About Paul LaRue

My goal - To encourage you to lead & influence others with positive impact.

Posted on March.24.2021, in #ThursdayThought, Leadership. Bookmark the permalink. Leave a comment.

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