Horrible Bosses: How to Help the Anti-Social Leader

Two nights ago, the #SocialLeader community gathered to talk about something we’ve all had to face at one point: the “Horrible Boss.” In this case, we focused on the autocratic leader; that dinosaur executive who still thinks leadership is defined by how loud and demonstrative they are.

And we called that person an “anti-social” leader. Here’s what we learned:

  • The anti-social leader still receives the majority of their input through a series of filters and layers of mid-level managers (while the social leader is empowered by the opportunity to talk directly to the customer)
  • That many leaders aren’t ready for change, and that a soft push – as though from a mentor – is the best way to help the anti-social leader embrace the change happening all around them
  • That the biggest challenges we face in bringing our leaders to social are overcoming their fear of being vulnerable or losing control, and – especially among older leaders – the actual use of new media (for which John Graham offered a simple solution: “…stop thinking of it as ‘New Media.’ It’s ‘NOW Media…’)

To learn much more about how to help your anti-social leader – or maybe if you’re a leader now and want to transition into social leadership – take a look at this recap of Monday’s #SocialLeader chat. And share with a friend, please… after all, the world needs more Blue Unicorns!

On Monday, May 11th at 8pm ET join us for our next #SocialLeader chat. That night, we’ll take on, “Your Voice as a Social Leader: Are You Inspiring Action?

 

 

 

For your enjoyment, occasionally our team will collectively author about topics that pique our curiosities. Follow us on Twitter @switchandshift

  • There’s a more human way to do business.

    In the Social Age, it’s how we engage with customers, collaborators and strategic partners that matters; it’s how we create workplace optimism that sets us apart; it’s how we recruit, retain (and repel) employees that becomes our differentiator. This isn’t a “people first, profits second” movement, but a “profits as a direct result of putting people first” movement.

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