July 31, 2014 Gordon Tredgold

People always talk about the power of recognition and how it inspires people to aim to be the best that they can be.

But to me this is bull!

Sure, when I watch the Olympics or Superbowl, and I see all the reward and recognition that they receive I’d love to have some of that, but not having any chance of succeeding, I don’t move one muscle to try and achieve it.

So in my opinion inspiration is overrated, especially if people lack the belief that they can achieve whats on offer.

But we can turn this on its head and give everyone a chance of recognition by naming and shaming  our poor performers.

Why does this work? Well because everyone has the ability to be dead last, all it needs is a lack of effort or skill, and we can all achieve at least one of those.

By naming and shaming people, we ensure that everyone will make an extra effort, rather than just the top 10% who have a chance of winning employee of the month, and if we can get everyone to try a little bit harder then we will have chance to significantly improve our performance.

To do this you really need to make those poor performers suffer, ridicule them to such an extent that no one, and I mean no one wants to finish dead last. At my last company we used to have a Dunce of the Week hat that the winner, or should i say loser, had to wear everyday of the week.

Sure some of them complained to HR or quit, but who cares if your worst performer quits, it gives you a chance to recruit someone new, someone better, and maybe even better looking if you get what I mean.

We also used to make this into a weekly award show, it was good for the morale of the rest of the team, it used to give us something to laugh and joke about. But there was also a serious point it it too, it was a stark reminder to the rest not to be that dunce of the week, as they saw what happened to them, and the ridicule they experienced.

I found name and shame to be so good that we even extended it to the bottom three employees, with a Gold, Silver and Bronze dunce of the week, we did this to make sure that everyone put in that bit of extra effort, because with just one everyone could see who was performing badly, but with three awards there was more risk that you might be the one.

When you take this approach you do need to make sure you ridicule all three otherwise there is no shame in winning it, and remember shame is the key.

If you’re company’s big enough you can always create the ‘Hall of Shame’ for those people that win the Gold Dunce award three times, or whatever number you think is appropriate. I have done this in several companies with starling results.

I did hear of one company who put the lowest performer of the months desk in the elevator, and made that their office for a week, but unfortunately the elevators at my company are not big enough for that to work.

I dream of working in one of those big offices where the elevator will be large enough for us to be able to take this approach, as I think could be the coup de grace to get performance to the highest level.

Imagine having to explain to everyone why your office is in the lift, how shaming would that be. It wouldn’t just to be your colleagues it would be to everyone, customers, relatives visiting, and even people from other departments.

Remember: the more you shame people the better the rest will perform.

Disclaimer: Bad Boss is meant to be a humorous site and none of our recommendations should be taken seriously.

July 30, 2014 Gordon Tredgold

I know that often we see things such as Honesty, Integrity, Authenticity, but when it comes to being a leader, or a boss, it’s not about being nice, it’s about winning, and to be honest these are not qualities I associate with winning.

Winner’s are those that tread a fine line, pushing the rules to the limit, sometimes  even breaking them – how can someone who is supposedly honest or trustworthy be able to do that?

The answer is they can’t, so being honest and trustworthy are not qualities we should aspire to if we want to be leaders.

As for authenticity and integrity, I don’t advocate either of those, as often bosses know things, or have to do things like: lay people off; close plants down; or sell off under performing businesses and often they are sworn to secrecy.

But if you have integrity and authenticity, if people ask an outright question about these secrets, then when you don’t answer or don’t tell people what you know, then you are not being authentic nor are you showing integrity.

It’s a catch 22, these feel like they should be good qualities, but really they just get in the way of doing a good job.

Leadership is not a popularity contest, if it were then maybe we should look to these qualities, but it’s not.

As leaders we need to be capable of faking honesty. integrity and authenticity, but we don’t necessarily have to have them.

On most trainings they never mention this, but thats because those that can do, and those that can’t teach, so we are being taught leadership by people that can’t do it, and hence that is why we are provided with lists of qualities that just get in the way.

So forget honesty, integrity and authenticity and just do what needs to be done in order to be successful, it’s as simple as that.

Disclaimer: Bad Boss is meant to be a humorous blog, and non of what we post should be taken as recommendations. Thanks

July 29, 2014 Gordon Tredgold

I don’t know if you are a fan of Game of Thrones or not, but it’s a great show and one from which we can learn great leadership lessons.

I have been a fan of the show since season one all the way through to season four, and if there is one thing I have learnt it’s that bad bosses rise quicker and higher every single time.

Anybody who is remotely good, look at the Stark family for instance, very quickly perish, often in bloody and violent circumstances.

True there have been many bad bosses who have perished, but those too died at the hands of other bad bosses.

It’s the person who is prepared to risk all, who will do anything who rises to the top.

My favourite character is Little Finger, he’s is superb, many believe him to be good, but behind that carefully constructed image is a scheming villain who has plans for the top spot and to be King of the Seven Kingdoms.

My favourite line in the show came when he had just poisoned the King, and someone said, ‘but why would you kill him, you had no motive.’

And he answered perfectly, ‘because people with no motive are never suspected’.

He knew that he was ideally placed to deliver that fatal blow and move himself one step closer to the throne that he coveted.

He’d already secured himself lands and a castle by serving that King, but as soon as he was no longer any use to him, he just disposed of him.

As bosses we need to know when to use and when to dispose of people, this is a great skill to nurture and one that will help take us to the top.

If you have never seen Game of Thrones and you plan on getting that top job, then I suggest you get a copy and watch and learn.

Disclaimer: BadBoss is meant to be a humous blog and our advice is not to be recommend, it is only for amusement purposes

May 14, 2014 Gordon Tredgold

At times the best way to show what a great boss looks like it’s best to give an example.

Take a look at this video, there’s so much to be learned it would almost take a book to teach this.

Disclaimer: How to Be a Bad Boss is meant to be humorous and should not be taken seriously.

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