Why Does Leadership Fail: 4 Horrible Bosses & 6 Healthy Habits?

2015-07-21T12:39:03-04:00

RP Members, Connection, and Friends here is another great article on Leadership that fell into the dark hole of RP back in Jul 2015, but it is a great article (all below) that is worth sharing.

Why Does Leadership Fail: 4 Horrible Bosses & 6 Healthy Habits SEE ENTIRE ARTICLE BELOW

By Dr Pete Stebbins
Psychologist & Executive Coach

"People don't leave companies - they leave leaders!" Greg Savage

Did you know that we spend 34% of our lives (approximately 228,708 hours!) at work? Given how much time we invest in our work it is important to be in a job we are happy with, and even more important to have a Champion Boss (or be a Champion Boss if you are a manager yourself!).

Horrible Bosses: Four Leadership Patterns to Avoid
We all know what it is like to have a Horrible Boss – either through firsthand experience or through friends and colleagues. Check out these four common types of horrible bosses:

The 'Laissez-Faire' Leader
Laissez-Faire is a French term which translated means: “let it be” or “let them do as they will”. With this definition in mind you can easily imagine the dysfunctional leadership characteristics of the Laissez-Faire leader. Their preference is to avoid responsibility and not interfere with anything either above or below them in the organisational structure. In management meetings they avoid sharing their opinions and go with the status quo. When interacting with their staff they do not provide feedback, do not follow-up on requests for help, do not communicate their views about important issues and remain vague and elusive.

The impact of this style of leadership on staff is quite destructive, with increased withdrawal behaviours among staff who show low discretionary effort and poor performance, eventually leading to complete disengagement and team dysfunction.

The 'Popular' Leader
The popular leader may not initially seem like a dysfunctional leadership style. Popular leaders are, by definition, focused on being ‘liked’ by their staff. As such, their leadership style has some upsides, namely high support and a very strong focus on positive interpersonal relationships.

However the downsides of a popular leader are low focus on core business, neglect of performance management, avoidance of tough conversations, and a team vs corporate or ‘us and them’ mentality. The impact on staff working with a popular leader is initially positive with high discretionary effort among staff to follow directions. However, the over focus on relationships and the lack of focus on core business invariably leads to poor team performance. Instead of addressing the issues, the popular leader engages in upwards bullying by blaming other teams and more senior leaders for issues rather than taking responsibility and accountability.

The 'Command and Control' Leader
Command and Control Leaders, as the name suggests, take the necessary management responsibility of organising and directing teams to unhealthy and extreme levels. The one redeeming characteristic of a Command and Control leader – high clarity – is completely overwhelmed by the negative characteristics of low perceived support, low engagement, poor communication, neglect of developmental feedback, and an over-emphasis on corrective feedback. The impact of this dysfunctional leadership style on the team is vast and includes a stigma about reporting personal problems, low discretionary effort, low innovation, increased withdrawal behaviours, fear, intimidation and conflict.

The 'Follow The Rules' Leader
What’s wrong with a leader following the rules, I hear you say? Nothing at all – unless of course it is taken to the extremes and becomes the only focus of leadership activity at the neglect of everything else. The ‘Follow The Rules’ leader is characterised by a strong focus on rules and procedures, low perceived support, a reactive people focus, high clarity, everything is black or white, and low engagement. When under pressure, they tighten adherence to the rule.

The impact of this dysfunctional leadership style on staff includes a reluctance to report problems, low discretionary effort, low innovation, increased withdrawal behaviours, harassment and conflict.

Champion Bosses: 6 Healthy Leadership Habits
While many of us may have had to work with one or more horrible bosses in our careers, we may have also worked with several Champion Bosses but in all the mayhem and confusion of work and life may not have realised it at the time.

A Champion Boss isn’t necessarily a boss who gives you everything you want but rather a boss who can bring out the best in you at work and make the workplace both engaging and profitable for the whole team. Champion Bosses are able to both (1) drive team performance and (2) effectively support staff by engaging in 6 Healthy Habits.

6 Healthy Habits for Champion Bosses
There are 6 Healthy Leadership Habits of Champion Bosses. 3 Habits help drive team performance and the other 3 Habits assist in effectively supporting staff.

Healthy Habits To Drive Team Performance

Healthy Habit No 1. Communicating Vision & Strategy

Champion Bosses have a great ability to regularly and clearly communicate to team members the short- and long-term vision and strategy of the organisation at both a global and team-specific level.

Healthy Habit No 2. Showing Credibility & Getting Results

Champion Bosses are able to effectively demonstrate their own competence and to perform their role and get the team to deliver credible results at both the team and organisational level.

Healthy Habit No 3. Providing Feedback & Development Opportunities

Champion Bosses are always on the look out for opportunities to give and receive both positive and constructive feedback as well as provide developmental opportunities to team members in a way that is fair and equitable to all.

Healthy Habits To Effectively Support Staff

Healthy Habit No. 4. Being Trustworthy

Champion Bosses are able to create an environment of honesty and trust by being an effective listener and never sharing in any negative gossiping. By being trustworthy, Champion Bosses help team members openly share their needs and concerns.

Healthy Habit No. 5. Providing Motivation & Encouragement

Champion Bosses have a great ability to motivate and encourage team members based on their individual needs and preferences. They are great at knowing what makes each individual ‘tick’ and can use friendly nicknames, jokes, small talk, and have goal driven conversations to make people feel encouraged and motivated at work.

Healthy Habit No 6. Supporting People’s Career & Personal Goals

Champion Bosses take the time to understand the career and personal goals of their team members and then provide feedback and support to help them when opportunities emerge.

Champion Bosses: What healthy habits does your boss have?
If we take a good hard look at our leaders (and ourselves) it is easy to find fault but not always as easy to see the Healthy Habits our Bosses may already have. It is just too easy to cut down the tall poppy when they try to change for the better, or crush the seeds of hope when only a few redeeming features may be evident.

One of my all time favourite sayings is about seeing the glass half full rather than half empty. I always try to encourage people to focus on the positive characteristics of their bosses. So take some time now to reflect and ask yourself the following questions:

How many different bosses have I had over the years and how would I rate each boss in terms of the 6 Healthy Habits to Drive Performance and Support Staff?

Focus on my current boss: (1) What habits are they already a Champion in? When was the last time I gave them some positive feedback about this? (2) What areas do they need to improve on and how could I support and encourage their Healthy Habits?

Focus on myself as a Boss (whether you are currently a Boss or may one day become a Boss): what are my strengths and development opportunities across each of the 6 Healthy Habits of a Champion Boss?

By taking the time to assess and support the 6 Healthy Habits of the Champion Bosses around you, as well as setting your own leadership growth goals, you will be on a path to greater success and happiness in your workplace!

Ride The Waves of Life!

Dr Pete

The Stress Surfer

Response by PO2 Mark Saffell made Jul 21 at 2015 12:41 PM

2015-07-21T12:41:19-04:00

Good habits are hard to develope. I notice its easy to fall into bad habits

Response by SCPO David Lockwood made Jul 21 at 2015 12:41 PM

2015-07-21T12:41:55-04:00

Thank you for sharing!

Response by CPT Private RallyPoint Member made Jul 21 at 2015 12:57 PM

2015-07-21T12:57:16-04:00

Great article, illustrates how to avoid the pitfalls of different leadership styles.

Response by CMSgt Mark Schubert made Jul 21 at 2015 1:22 PM

2015-07-21T13:22:43-04:00

Sir, I was lucky enough to have several horrible bosses before I made E9 - and I say lucky because each of them taught me the things NOT to do as a boss. So - when I became "the boss" I knew so much about what NOT to do, there was no way I could do it wrong! :-)

Response by SGT Private RallyPoint Member made Jul 21 at 2015 6:53 PM

2015-07-21T18:53:07-04:00

After I aged more, I always thought if I lead by example, like I did with my kids, I will be more respected and a better leader. Some of my bosses were crude, insulting, big mouths. All they earned from me and most of the employees, was a lot of thinking they are in the wrong job. Some of them were old school, but in today's world, that dog won't hunt. Just knowing the process and how the job is supposed to be run won't cut it anymore to be in management. Just as it is in the military, if an employee has a bad attitude, or a habit of being late, or not knowing his job, they should be retrained and if they still don't fit in, let go. Example: I had a middle aged lady as one of my technicians. She called in sick a lot and made the same mistakes over and over. Me, as her male supervisor, had to treat her with kid gloves. She was not only a female, she was a minority female. The only way I could fire her was with documentation, dated and signed by her every time I called her in my office. She was accident prone also. I sent her to safety for more training and I had safety classes with her when we were on nights. Nonetheless, she continued with the same problems, including not following instructions while preparing a piece of equipment for maintenance. Sure enough, she screwed up and not only injured herself, but two maintenance technicians waiting to work on the equipment. This time, upper management and the safety department got involved. We had a meeting about her and because of my good documentation, I was able to fire her. She got very upset, and then told my bosses I had been sexually harassing her and making advances toward her. They knew she was lying, but they had to follow up. They found out she had done the same thing at her previous job. Not only that, but they found out she is lesbian and made the same claims about her previous manager. Time went on and the statute of limitations ran out and I could finally breathe. Had I not documented everything, and had her sign the documents after her training, nothing could have been done. It works the same way in the military.

Response by 1SG Private RallyPoint Member made Jul 21 at 2015 8:46 PM

2015-07-21T20:46:39-04:00

I can't argue with those healthy Leadership habits. These are the types of tools we need to impart upon our younger leaders and not be afraid to have discussions with our peers when we see negative trends. Great Post thanks for sharing.

Response by SSgt Alex Robinson made Jul 22 at 2015 7:59 AM

2015-07-22T07:59:10-04:00

Thanks for sharing

Response by CW3 Private RallyPoint Member made Jul 22 at 2015 9:10 AM

2015-07-22T09:10:24-04:00

Healthy Habit No 1. Communicating Vision & Strategy
Healthy Habit No 2. Showing Credibility & Getting Results
Healthy Habit No 3. Providing Feedback & Development Opportunities
Healthy Habits To Effectively Support Staff
Healthy Habit No. 4. Being Trustworthy
Healthy Habit No. 5. Providing Motivation & Encouragement
Healthy Habit No 6. Supporting People’s Career & Personal Goals

After reading all of these healthy habits, I don’t have a ton to add. I would add one thing, the fact these traits all echo traits of a “servant leadership.” They also communicate good versions of some of the unhealthy traits described that the beginning of the article, especially “command and control.” The healthy version is providing a vision and strategy to achieve goals, leaving the how to the people accomplishing the task.

Great article COL Mikel J. Burroughs

Response by Lt Col Charlie Brown made Dec 27 at 2018 8:04 AM

2018-12-27T08:04:44-05:00

Thank you for pulling this one up. People will stay with a job they don't like for a boss that they do. We constantly underrate the impact of the people leading us.

If you want to lead and motivate your people, know who they are. .Not just their names. That will tell you what's important to them and that is how to properly motivate someone.

Response by LTC Private RallyPoint Member made Dec 27 at 2018 10:09 AM

2018-12-27T10:09:07-05:00

Good morning Colonel. After reading the article, I for one believe that as leaders, we have a responsibility to look at all aspects of our subordinates needs and to listen to their ideas. As a young soldier, I had a senior NCO ask me what I thought about a certain matter that affected our platoon. He listened to what I had to say as well as others and made adjustments to the plan. Our mission was accomplished without incident and the goal surpassed.
A leader needs to be a good follower first and foremost and a listener of others' ideas. We may have the title of "Boss" but we are always subordinate to the authority of others. Even Generals have a higher ups in the chain-of-command. And so it goes, when you're the boss, you still have someone to answer to.
Bad habits are easy to fall into if you allow them to develop. But when they are brought to your attention and corrective action is taken right away to alter that habit, it can be eradicated.

Response by Samantha S. made Dec 27 at 2018 10:52 AM

2018-12-27T10:52:30-05:00

Good Morning Mikel,

Great post and perfect timing for the yearly personal & professional game plan review.

As a team member I find Healthy Habit No 6. most leading towards success. Be honest with leadership when sharing your desired goals, let them know what fuels you and how this gave prior short & long term success. Encompass this effective behavior into your revised game plan and stay with it.

You're in it together and you will know based on response if you are with the right team.

Wishing all of us a happy 2019 year, full of success, love, health, wealth and joy.

May God bring us all the best,
Samantha

Response by PVT Mark Zehner made Dec 27 at 2018 10:59 AM

2018-12-27T10:59:39-05:00

Interesting read! Leadership is a tough mantel and a lofty goal!

Response by CPL James S. made Dec 27 at 2018 11:31 AM

2018-12-27T11:31:07-05:00

Excellent read! Although the Fire Department is slightly different to most businesses, it still retains most of the same needs for management. I rather liked the comment CW3 Nick Koeppen made about “servant leadership” as well because it succinctly defines a style of leadership that tends to be incredibly effective.

Response by Private RallyPoint Member made Dec 27 at 2018 11:48 AM

2018-12-27T11:48:46-05:00

Excellent topic with great quotes Col., thank you! Shared to FB ! This from Paul -
1 Corinthians 11:1 (KJV)
11 Be ye followers of me, even as I also am of Christ.

John 10:1-18 King James Version (KJV) Jesus exemplified great leadership !
1 Verily, verily, I say unto you, He that entereth not by the door into the sheepfold, but climbeth up some other way, the same is a thief and a robber.
2 But he that entereth in by the door is the shepherd of the sheep.
3 To him the porter openeth; and the sheep hear his voice: and he calleth his own sheep by name, and leadeth them out.
4 And when he putteth forth his own sheep, he goeth before them, and the sheep follow him: for they know his voice.
5 And a stranger will they not follow, but will flee from him: for they know not the voice of strangers.
6 This parable spake Jesus unto them: but they understood not what things they were which he spake unto them.
7 Then said Jesus unto them again, Verily, verily, I say unto you, I am the door of the sheep.
8 All that ever came before me are thieves and robbers: but the sheep did not hear them.
9 I am the door: by me if any man enter in, he shall be saved, and shall go in and out, and find pasture.
10 The thief cometh not, but for to steal, and to kill, and to destroy: I am come that they might have life, and that they might have it more abundantly.
11 I am the good shepherd: the good shepherd giveth his life for the sheep.

Response by CPO Nate S. made Dec 27 at 2018 12:07 PM

2018-12-27T12:07:22-05:00

100% Spot on - "People don't leave companies - they leave leaders!" Greg Savage

Also, I would reword the above statement this way - "People don't leave companies - they leave managers who fail to become courageous leaders!" Why, because frankly, leadership is often a subtle and intuitive process that the best learn to do naturally. Managers, are in my estimation simply numbers persons and at times uninspired and uninspiring. Often times they simply want to get from one "task" to the other in some fashion. While that "task management" as it was in the military has its place, the capacity to create vision and purpose is all about applied leadership.

I do many task every day, especially for our COO, yet those tasks are a joy (yes difficult at times), yet inspired by the end state of the mission that our team at http://www.warriorcentrichealth.com is on. A simple mission to improve veteran healthcare quality in the commercial healthcare space. More than the mission this team (https://warriorcentrichealth.com/leadership-3/) is one I am very inspired to support. In the 20+ years I have been retired from the US Navy, I have found few in my post-military life that I have come to trust more than this team! In fact, no one in my post-military life and especially our CEO (http://warriorcentrichealth.com/ronald/). Here is a man, obviously quite different from me, yet his grace and honesty and his total focus on the humanity of the mission we are on as a team of people with unique and complementary skills is as I reflect on it much like General Eisenhower's leadership was during WWII in leading a complex coalition of strong wills toward a unified objective. As an Senior Enlisted, I don't throw around complements easily, and for good reason, but when they are warranted and justifiable they are offered with all the seriousness intended.

I wonder, if people today understand, truly understand the words "...content of their character...." I have come to appreciate those words more and more. I only hope, that the flaws in my character as 2019 emerges will continue to melt away only to be filled with the kind of content that shines forth to help others see what they can truly become!

I just want to say each member of the leadership team is a Champion! Perhaps that is why I love what I am doing in making data tell the kind of stories it is mean to tell.

COL Mikel J. Burroughs; Maj Marty Hogan; SMSGT Gerald "Doc" Thomas; SCPO Morris Ramsey; Nicci Eisenhauer; Lt Col Charlie Brown; LTC Private RallyPoint Member; Maj William W. 'Bill' Price; LTC Stephen C.; LTC Stephen F.; COL Lee Flemming; Capt Dwayne Conyers; Kate Van Name; CMSgt Private RallyPoint Member; MSgt Robert "Rock" Aldi; SSG Carlos Madden; SGT David A. 'Cowboy' Groth;

www.warriorcentrichealth.com

Response by SPC Jordan Sutich made Dec 27 at 2018 12:59 PM

2018-12-27T12:59:58-05:00

All great points. Always from the front and willing to stand and work next to our college's.

Response by SSG Donald H "Don" Bates made Dec 27 at 2018 1:00 PM

2018-12-27T13:00:23-05:00

I can honestly say I have had only ONE horrible boss. And I hope I was never one!!!!

Response by PV2 Henry Citti made Dec 27 at 2018 1:21 PM

2018-12-27T13:21:00-05:00

I worked for 20 years at one of Americas largest linen supply companies. My boss for the entire time was way beyond horrible. I would feel sick the day before going to work after the week end. I had the responsibility of a family and very sick child to care for. So leaving was not on option. This man would purposely get employees angry , he felt then they would put that anger into working harder. I took and early retirement just get away from him. I was lucky enough to get a job as facilities manager for another company , and they were180 degrees from my old boss. They were a pleasure to work for and going to work no longer made me feel sick. But one thing, no matter how bad the boss was, I always did as perfect work as possible. My father told me when I was young, " No matter what you do in life , be it at the top or the bottom always be and do your best."

Response by CPO Zack Lindsey made Dec 27 at 2018 1:22 PM

2018-12-27T13:22:22-05:00

When informed are divshion officer after he came down on one of my sailors for some small infraction in front of the rest of his peers. Going way over board that in the future that if he has a problem he could bring it to me and I would take care of it. But if it was a BRAVO ZULO to give out please by all means go right ahead and go full steam ahead with that. It took awhile but I was taught by a old crusty GMGC that unless the thing that is done is going to hurt someone or something you remanded in private, and you as the CPO NOT THE DIVO OR DEPT HEAD OR ANYONE ELSE BUT YOURSELF SHOULD HANDLE IT and also give out the well dones before the others even see it !

Response by LTC Stephen F. made Dec 27 at 2018 1:44 PM

2018-12-27T13:44:50-05:00

I thought I had responded when you posted the original question, my friend COL Mikel J. Burroughs. I have always tried to lean from my own mistakes and the good and bad examples of leaders appointed over me.
I focused on learning and asking question when I didn't understand. I trained teammates and subordinates and was in turn trained by them.
As an infantry platoon leader, I led from the front and never asked my soldiers to do something I would not do - since we were in training I encouraged them to show initiative and we all learned from success and failures - in training.
Vengeance belongs the LORD
I try to remember that each person is created in the image of God and shoe respect to each.

During my military service and career I worked for a few terrible bosses and many great bosses. Even the terrible bosses had some redeeming characteristics.
1. The first bad boss was an old-school BG in 1984 who favored what was called dog and pony performances nock-step instruction and training. He was extremely critical of ingenuity once he had his mind fixed.
2. The second bad boss had many redeeming characteristics. This was in TRAFDOC at Fort Benning in 1986. The mentality was training to the test as opposed to focusing on developing the soldiers to be well-trained and prepared infantryman. I understood that measurable standards are important as a method of gauging success at training standards being met. An irony is that after company command and CAS3 I was given the leadership role of the Test and Evaluation platoon of seasoned senior drill sergeants who administered all testing required for qualification. I worked toi ensure fairness was applied - was not difficult since the NCOS were all top-notch.
3. The third bad boss, was a BG who played the race card surreptitiously. He promoted a black male LTC Colonel [friend of mine] who subsequently for defrauding the Federal government in a BAH scam. He promoted a friend of mine who was a black woman LTC to Colonel. She was gifted at organizing ceremonies but little else. She served the minimum requirement as COL before retiring. She was never offered a position as a Colonel. My wife was angry and I reminded her that I had only asked the LORD to be promoted to LTC and HE honored that.
4. The fourth bad boss was Colonel from a very wealthy Filipino family. He tended to needle people and could be obnoxious. A few months after I was mobilized - post 9-11-2001 - we were back in the Pentagon and staff work was focused on supporting the Army operation in early 2002. At a morning staff call [standing between cubicles] he tagged me to be involved in a contract assessment process, I respectfully reminded him that in civil life I was Federal contractor and didn't think I should be involved in contracting assessment. He unloaded on me and I heard a sigh of relief from the usual foil for his tirades [a friend who was an ARNG LTC] . :-)
This needling continued until an awards ceremony later that year when the Colonel was awarded an MSM for his valor on 9-11-201 in getting people safely out of the LOC which was flooding. I was getting awarded my third MSM and was next to him. After that things became more professional.
Thanks for mentioning me. my friend CPO Nate S.
FYI LTC Ivan Raiklin, Esq. Capt Seid Waddell Capt Tom Brown SFC William Farrell SSgt Robert Marx SSgt Private RallyPoint Member TSgt Joe C. SGT John " Mac " McConnell SP5 Mark Kuzinski SPC Private RallyPoint Member PO1 William "Chip" Nagel SP5 Robert Ruck SGT Michael Thorin CMSgt Private RallyPoint Member SFC Joe S. Davis Jr., MSM, DSL SGT Private RallyPoint Member

Response by SSG William Jones made Dec 27 at 2018 2:05 PM

2018-12-27T14:05:36-05:00

There is no finer example for Christian leadership than our Lord Jesus Christ. He declared, “I am the good shepherd. The good shepherd lays down his life for the sheep” (John 10:11). It is within this verse that we see the perfect description of a Christian leader, whether NCO or Officer. He is one who acts as a firm but fair shepherd to those “sheep” in his care. He is a brother who would put his life on the line for his fellow soldiers.

Response by CPT Jeff Robinette made Dec 27 at 2018 2:31 PM

2018-12-27T14:31:33-05:00

I was a green 2LT in Germany pulling SDO for the first time. To make it even better; it was Saturday.
At 0810 or so the Mess Sergeant walks up and tells me the the GERMAN MPs didn't report. I I checked to SDO instructions, there was no guidelines for this problem. I asked the Mess Sergeant how many KPs he needed. He said 7. To my right was a board with a list of BN Extra Duty Soldiers. Hey there are 7 BN extra duty soldiers. When They reported I told them the they had the choice of painting rocks or pulling KP so their fellow soldiers could eat in their own Mess Hall.
To a man they choose to pull KP.
Monday Morning at BN PT the CSM hunts me down, he tells me that in showed good initiative. Wow my first Pat on the Back.
About 1000 I get called to the BN XO's office. I get my ass reamed for not reading the SDO instructions. Well there was just one problem with the XO's critique. There was no mention of what to do if I had a situation that was not covered by the SDO Instructions. This was the same man that told me robust my best judgement at gunnery at Grafenwohr.

.

Response by PO1 Robert George made Dec 27 at 2018 5:04 PM

2018-12-27T17:04:30-05:00

Have read a similar treatise on the subject by another motivational speaker/writer. All good points. My thoughts on this have been pretty much put out there in other posts. I would note that there are pieces of the six bad habits that are in 'good' bosses. The 'Champion" bosses have learned which pieces to use and when. Being a leader involves understanding the motivations of the individuals above and below you and using to your advantage to accomplish the objective. Also a guide to training. Once you're in the 'foxhole' there's only one motivation.

Response by PO1 Steve Newton made Dec 27 at 2018 6:53 PM

2018-12-27T18:53:18-05:00

Good post COL

Response by Nicci Eisenhauer made Dec 27 at 2018 7:41 PM

2018-12-27T19:41:36-05:00

Wait until everyone learns more about what WORKPLACE VIOLENCE is!

Response by SMSgt Tom Burns made Dec 27 at 2018 8:54 PM

2018-12-27T20:54:34-05:00

Very informative colonel. Over my careers in the military and DoD Contractor World, I have been exposed too and have seen I think all of these. The bad one I learned of things not to do and the good one taught me a lot. I tried to emulate the good things I had learned and not pick up the bad habits. As I became a team leader and a project manager, following the good examples worked much of the time. However I have to say there were times when use of the bad habits were need to get a task or job accomplished on time and target.
Thanks Sir !

Response by SSG Ernest Gonzales made Dec 27 at 2018 9:36 PM

2018-12-27T21:36:30-05:00

This a great tidbit for the leaders heading into the new year. I appreciate your continued leadership after so many respectable years of service. I am trying to figure out a way to print this out so I can keep it as a reminder.

Response by MAJ Matthew Arnold made Jan 16 at 2019 1:38 PM

2019-01-16T13:38:27-05:00

I don't know if it applies to all the services, but my experience taught me that, with some flexibility within the type, the army only wants command and control type leaders and has not tolerance for or desire to nurture other leadership styles. This is in direct opposition to what I consider the very best model on leadership by Field Marshal Erwin Rommel, see picture. To fully understand FM Rommel's model one has to read his book in which he explains why the smart and lazy ones make the best commanders.