What Bad Bosses Taught Me About Great Leadership
Not every bad boss is a lost cause. Some of the best leadership lessons come from the worst managers. There are things you can take away from the experience that can make you better. I have been fortunate not to have worked for many bad bosses, especially in recent years. However, I did have my share of them early on, when I was growing up in stores. I often found myself noting what I would never want to do when I was in their position in the future. And, largely, it has served me well. You’ve probably worked for at least one boss who was someone you didn’t care for. They were disorganized, disrespectful, or just downright destructive to the team. However, those moments, as frustrating as they may be at the time, have something valuable to teach us.
One of my motivations for creating the Effective Retail Leadership website was to help aspiring leaders avoid the pitfalls of poor leadership. I think everyone has the right to work for a great leader, and the potential to be one, also. This site's purpose is to help leaders become someone others choose to follow. Sometimes, the clearest guidemarkers come from watching what not to do.
1. Avoid micromanaging
No one likes to be hovered over. However, micromanagement is probably one of the most common complaints people cite when thinking of a bad boss. You may hear:
“They never give me any space.”
“They keep asking for updates and not letting me get the work done.”
“I have to follow the exact steps they tell me to follow and report back with each one.”
This type of leadership frustrates the team, prevents creativity, and breaks trust. Micromanagers frequently find that their approach backfires, leading to poorer leadership decisions. They find themselves not advancing because there is no innovation, or work falls behind. Not realizing they are the problem, they push harder or take on all the work themselves and blame the surrounding team.
2. Communicate frequently and in a detailed way
Bad bosses regularly believe that their knowledge or access to new information is what differentiates them from others. So they become hoarders of those details. They only share what they believe people need to know right now. The team around them will often feel in the dark and then be blindsided when information is finally shared at the last minute, leading to a crisis. Holding on to news and information always ends up being a bad approach. When there is a lack of accurate information, people will fill in what they believe. Trust is impossible to establish, and no one really knows what the truth is. It is far better to share as much as possible in the finest detail available. As leaders, there are occasions when sharing is not appropriate; that is not what I am talking about here. This is about the general information that everyone can and should have available to support them in their job. Let it flow, do it often, and share the details.
3. Leadership is about support, not power
I’ve made it to the top. I am king of the hill. I am in charge. Ugh. Those are statements of a bad boss, for sure. Having an oversized ego, or being power-focused, is the bad boss we’ve all seen or worked for. They see their position as power and not as someone who is there to support the rest of the team. They make everything about themselves and believe those who are in their charge are there to support them and keep them in position. They will do everything possible to protect their status, but they will not realize it will be the very thing that strips them of it. Being a leader has nothing to do with power and everything to do with empowering those around you.
4. Accountability is character
How accountable you are, both for your own actions and for those of your team, will define your character in the eyes of others. Bad bosses often play the role of the victim. They blame others. They believe people are out to get them or that someone is setting them up for failure. When results fall short, there’s always a reason, but never one that points back to them. Rather than working to solve problems, they look for someone else to take the fall.
I’ve seen teams go along with this at first. But over time, they start to figure out that the issue can be fixed. They just can’t fix it with their boss in the way. That turns the situation into a question of character. As a leader, you never want to be seen as someone who won’t take responsibility. Mistakes happen. Growth happens when you own them and learn from them. That’s how trust is built. That’s how your character is shaped. Personal accountability is not about blame. It’s about building something better, starting with yourself.
Choose the type of leader you want to become
These four lessons from bad bosses can serve as a guide for the kind of leader you don’t want to be, and more importantly, the kind of leader you can become. Like I mentioned at the start, there’s a lot you can learn from what not to do. If a behavior feels off, uncomfortable, or just plain wrong, trust that instinct. No matter where you are in your career – just starting out, leading a small team, or overseeing multiple locations – you’re constantly learning by watching others. And not all of those examples will be good ones.
I still remember moments with District and Regional leaders from when I was an hourly employee in a toy store more than thirty years ago. I may not remember their names. But I remember how I felt after certain interactions. I’ve carried that with me ever since. People will remember how you made them feel. That alone can be the difference between a forgettable moment and a lasting, positive impact. You don’t have to repeat the mistakes of those who came before you. You get to choose what kind of leader you’ll be. Choose well. Choose to be better.
What lessons have you learned from bad bosses in your career?
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