Emotional Profiles of Bosses – Power-Seeker Type – Asrar Qureshi’s Blog Post #906
Dear Colleagues! This is Asrar Qureshi’s Blog Post #906 for Pharma Veterans. Pharma Veterans aims to share knowledge and wisdom from Veterans for the benefit of Community at large. Pharma Veterans Blog is published by Asrar Qureshi on WordPress, the top blog site. Please email to asrar@asrarqureshi.com for publishing your contributions here.
 |
| Credit: cottonbro studios |
 |
| Credit: Edmond Dantès |
 |
| Credit: Tima Miroshnichenko |
Today, let us talk about the bosses who are always seeking power; power over their teams and even beyond, power over resources, and power over environment. It is a difficult type because stopping them earns their wrath and changing them is almost impossible. Nothing is more powerfully addictive than ‘power’. We see that big businessmen, when they have amassed enough wealth, feel that money alone gives power to a limited extent; they are helpless in front of an SHO, or an Excise Inspector, or for sure, in front of a grade-17 Assistant Commissioner. The feeling rises that money alone has very limited power, so they prepare to contest provincial or national assembly elections. Once in the assembly, they would try to grab some ministry, any ministry.
Power-seeking is a mindset; it has no relation to other factors. Our society comes from feudal background, due to which we act as powerful where we can. Being manager of a team, small or large, gives us ample opportunity to exercise power, and most managers do. Let us begin.
Power-Seekers’ Behaviors
Bosses who are constantly seeking power often display certain behaviors that revolve around control, authority, and dominance. These behaviors can create a challenging work environment and impact team dynamics. Here are common traits and behaviors associated with bosses who seek power.
Micromanaging – A desire for control may lead to excessive micromanaging, where the boss is closely involved in every detail of their subordinates' work. He/she is also following up incessantly. Micromanaging hits the confidence and moral od team members. It wastes time also.
Authoritarian Leadership Style – Authoritarian leaders enforce strict control and expect obedience. They make decisions without much input from others and may not consider the opinions or ideas of their team. In fact, they mind if their juniors offer a view or opinion different from theirs.
Hoarding Information – Power-seeking bosses tend to hoard information to maintain control. They might selectively share information or keep key details to themselves. Having more information feels powerful, even when it may not actually be power giving.
Undermining Others – Seeking power can lead to undermining colleagues or subordinates to maintain a sense of dominance. This may involve discrediting others' ideas or taking credit for their work. This is an old tactic; if you cannot build yourself up, then try to destroy others to maintain your position.
Limiting Autonomy – These bosses may limit the autonomy of their team members to ensure that decision-making authority remains centralized. They might be hesitant to delegate responsibilities.
Unwillingness to Share Credit - Power-seeking bosses may be reluctant to share credit for successes, preferring to take full recognition for themselves.
Setting Unrealistic Expectations – Creating unrealistic expectations or goals can be a way for power-seeking bosses to exert pressure and control over their team.
Exploiting Weaknesses – Some bosses may exploit the weaknesses or vulnerabilities of their subordinates to establish dominance.
Creating a Culture of Fear – A power-seeking boss may intentionally create a culture of fear to maintain control. This can stifle open communication and creativity within the team.
Resistance to Feedback – Bosses seeking power might resist feedback or constructive criticism, viewing it as a challenge to their authority.
Taking Advantage of Hierarchical Structures – These bosses may exploit hierarchical structures within the organization to secure additional resources, influence, or control.
Lack of Collaboration – Collaboration may be limited, as power-seeking bosses may be more focused on asserting their own ideas and agendas rather than working collectively.
Dealing with Power-Seeking Bosses
It is not going to be easy to handle power-seeking bosses, but it must be done to maintain team members’ sanity and effort. Suggestions are here though some of these may seem repetitive with earlier types. It is so because at the core, the profiles overlap. Anyway, whatever you do, do it carefully.
Choose Your Battles Wisely - Pick your battles and focus on issues that are crucial to your work. Avoid unnecessary conflicts while standing firm on important matters.
Build Alliances – Cultivate positive relationships with colleagues and seek alliances to collectively address challenges created by the power-seeking boss.
Document Your Work – Keep thorough records of your contributions and achievements. This documentation can be valuable when seeking recognition or advocating for your ideas.
Build Open Communication – Encourage open communication within the team. Create an environment where feedback is welcome, and ideas can be freely shared.
Establish Boundaries – Set clear boundaries to protect your work and well-being. Politely but firmly communicate your limits when necessary.
Focus on Professional Development – Invest in your professional development to enhance your skills and marketability. This can provide you with more options in your career.
Seek Support – If the behavior becomes unbearable, consider seeking support from higher-ups or HR. Be prepared with specific examples and propose constructive solutions.
Remember that addressing power-seeking behavior requires a thoughtful and strategic approach. It's essential to find a balance between asserting your own needs and maintaining a positive working relationship within the organizational structure.
Changing Behavior
Changing power-seeking behavior in bosses involves self-awareness, reflection, and a commitment to changing to a healthier leadership style. Here are some strategies that power-seeking bosses can adopt to transform their behavior:
Self-Reflection – Take time for self-reflection to understand the underlying reasons for the need for power and control. Identify any insecurities or fears that may be driving this behavior. If outside psychological help is needed, do not hesitate to get it.
Seek Feedback – Solicit feedback from colleagues, subordinates, and superiors about your leadership style. Be open to constructive criticism and use it as an opportunity for personal growth.
Develop Empathy – Work on developing empathy towards your team members. Understand their perspectives, challenges, and needs. This can help build stronger, more collaborative relationships.
Encourage Open Communication – Learn to allow culture of open communication within the team. Encourage team members to share their ideas, concerns, and feedback without fear of reprisal.
Delegate Responsibilities – Practice effective delegation to empower and trust your team members. Allowing others to take ownership of tasks can lead to a more collaborative and engaged work environment.
Share Credit and Recognition – Acknowledge and give credit to your team members for their contributions and successes. Celebrate collective achievements and create a culture of shared recognition.
Collaborate and Value Input – Actively seek input from team members and involve them in decision-making processes. Value diverse perspectives and ideas, recognizing that collaboration can lead to better outcomes.
Be Transparent – Be transparent with information and decisions. Avoid hoarding information, as transparent communication builds trust and fosters a positive work culture.
Coach and Mentor – Shift the focus from control to mentorship. Guide and support your team members in their professional development, helping them grow and succeed.
Develop a Growth Mindset – Adopt a growth mindset that values learning and improvement. Embrace challenges as opportunities for growth rather than viewing them as threats to your authority.
Build Positive Relationships – Work on building positive relationships with your team members. Show genuine interest in their well-being and professional development.
Create a Positive Work Environment – Build a positive and inclusive work environment where team members feel valued and supported. A positive atmosphere can enhance collaboration and productivity.
Changing deeply ingrained behavior takes time and effort, so it's important for power-seeking bosses to be patient and persistent in their self-improvement journey. Seeking guidance from mentors, executive coaches, or leadership development programs can also provide valuable support and insights. Ultimately, a transformation toward a more collaborative and empowering leadership style benefits both the leader and the entire team.
Concluded.
Comments
Post a Comment