I stumbled on a very interesting article over at Forbes.com today, if you call following them on Twitter and reading most of the articles they tweet "stumbling". It is a very good read, especially for young people entering the professional workplace for the first time. The article is called Yes, Your Boss Is Crazy. Here's How To Deal. by Jenna Goudreau, and it touches on some very insightful points about bosses who are a little unconventional and how a team member can deal with these bosses effectively. If you will allow me to be self indulgent, and why wouldn't you... this is my blog that nobody reads after all, I would like to tackle the same subject from the point of view of one of those "crazy bosses."
"Crazy bosses" see the world a little bit differently than everyone else. It is not that we zig when we should be zagging. It is more like we do a somersault when we should be zagging. "Crazy bosses" should recognize their, shall we call them eccentricities, and overcome them in order to become more effective leaders. If the aforementioned article describes ways to communicate more effectively with a "crazy boss", I propose that we teach "crazy bosses" how to communicate more effectively with their team. I will use my own leadership journey, that is still very much in development, as a case study.
Lets call it 5 Steps to Become an Effective "Crazy Boss."
- Learn who you are, recognize your strengths and weaknesses - I am both an "organizer" and an "entertainer." I know, I know... this already seems crazy, but hear me out. I tend to point out facts, and methods to improve performance, but I do it in a very animated, energetic way. I know what my weaknesses are, and actively try to work on them. I am a manager after all, and I should be a good example and leader for my team. I cannot expect them to do something I am not doing.
- Learn who your team thinks you are - Team members often see me as a "commander," because I expect perfection and have animated speech patterns. This really could not be farther from the truth in my case, but I see how they could make that assumption.
- Learn who your team members are - While individual team members may not be as extreme on the scale as many of the "crazy bosses" they work for, each individual possesses some of these traits. My team members run the gamut, so I must be very flexible. I cannot rely on high-energy meetings, detailed spreadsheets or expecting results just because "I said so."
- Communicate with each team member in a way that is effective for them - While blanket memos sent to each member of the team are necessary from time to time, each member of the team should get some more meaningful face time with the boss. I try to have a no longer than 30 minute one-on-one meeting with each of my direct reports twice a month. One of these uses my agenda (usually year-to-date goal progress, coaching and new short-term goal setting), and the other, theirs. I tailor each of these meetings to the associate and how they learn. The employee driven meetings are often 5 minutes long with some of my seasoned associates. I sometimes feel they are too short, but then I remember... in a way that is effective for them, not me.
- Provide opportunity for, and actively listen to feedback - As mentioned in #1, I know what my weaknesses are. That does not mean that "crazy boss" syndrome does not cause me to lose my way fro time to time. If I have honestly used the four previously mentioned steps, I should have a good working relationship with my team. Who better to tell me " Hey! Quit being crazy! " than the people who I am leading and trying to be a better boss for. On a side note, don't tell your boss "Hey! Quit being crazy!" Not in those words anyway. No matter how good your relationship with the boss is, remember that your career is in the hands of a crazy person.
I think that any "crazy boss" who tries to follow these five steps will have a much easier time relating with their team members. Any leader who is worth his or her salt should be focused not only on improving results and growing the department, but also in cultivating a positive environment. If you find yourself working for a "crazy boss" who does not try to do this, might I suggest your find a different crazy person to work for.
I'd love to hear your thoughts on "crazy bosses" whether positive or negative! Leave me a comment with your story.
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