This past weekend, I was listening to an employee share what to them was a collaborative way to solve a problem with the behavior of their customers. These employees organized a meeting among themselves because they weren’t getting sufficient support from their leadership regarding the behavior of their customers. This behavior is a pretty important factor in the successful outcome of the employees’ work.
The interesting thing about this meeting is that the supervisor of these employees is the second-most senior leader in the entire company. This person was not invited to the meeting. In part, they seem to be creating the problem by not carrying their weight leadership-wise, but it’s more complex than that. Remember, part of the role of leadership is supporting your employees and removing roadblocks from their path.
To be sure, some of those roadblocks are the employees’ responsibility. In this particular situation, that’s not the case. The unfortunate thing about this second in command is that they’re essentially first in command on a day to day basis for everything except legal and finance.
The second in command is failing to handle a sizable part of their leadership role because neither the number one leader nor the Board of Directors appear to be fulfilling some parts of their leadership role.
Danger has trailing indicators
When it comes to work that impacts metrics, KPIs, “your numbers”, etc, a lack of effort on your part shows up fairly soon and becomes obvious. When your lack of effort involves leadership, it’s harder to find numbers to tell the tale. Poor leadership has a trailing indicators. You know it when you see it – but if it’s coming from you, the metrics that inform you that you’re not getting it done might not be visible for months or even years.
If you’re not taking care of your responsibilities, someone else has to pick up the slack. Work piles up and metrics trend negative when this happens with measurable work. A lack of effort on work that’s not easy to measure is more difficult to see, but that doesn’t mean it isn’t piling up. In some cases, it’s rolling downhill to your employees and negatively impacting their work.
There’s not enough time, energy, and/or mental bandwidth to do that extra work. This is particularly challenging when the work is not the role of these employees (not within their authority) and/or it involves work they haven’t been trained for, such as leadership. In some cases, leadership duties may even involve work your team cannot legally perform.
The mental bandwidth to get that work done tends to be much higher than the typical bandwidth required for that employee to do their job. It’s very stressful to do your boss’s job, particularly when you have no authority to do so. Your team knows this can come back to bite them, but they’re often forced to make the least negative choice.
Shadow leadership is often born of neglect
We discussed “shadow IT” some time ago. Shadow IT is born when a company’s IT group is such a pain to work with, and is so difficult to get work out of for one reason or another, that a department becomes their own IT staff. They do their own purchasing and their own organization because they have expectations to fill. They have work to get done and they cannot afford to wait for an unresponsive IT department to do their job.
Shadow leadership has similar roots.
When I talked to this employee about their organization, it was clear that there aren’t too many things that I can do to help them because of the nature of the organization itself. I mentioned that if I was on the board of directors, I’d want to know about these situations.
The number one and number two leaders work at the pleasure of the board of directors. If directors don’t know that the employees are being forced to take on duties they have no business dealing with, the board can’t take steps to address the issue. An uninformed board of directors will never see that this unmeasurable work isn’t getting done by reviewing the monthly / quarterly reports they receive from leadership – not because they’re hidden, but because they have no metrics.
In part two, we’ll discuss what you can do to address situations like this.