Ask for help but... (not from me)
The irony of bosses with a god/saviour complex
I’m powering through writer’s block this week to write so pardon me if it’s not love and light like the past 2 blogs. Anyways, a few conversations in the hub reminded me of work at my previous employers, particularly the semi-startup. While there, I filled many roles while having a great time at it but the last few months almost ended me (no literally it was really that bad). One thing that stuck with me was the seeming saviour/god complex the leadership displayed from time to time, it came with praise followed by negging, weeks of arduous energetic work (where you probably didn’t know what you were doing) followed by bashing (corporate insults) at MPR/team meetings, the birthday celebrations and team bonding events were enough distraction but things took a turn when my personal appearance was being attacked with money thrown at me to “fix it”.
In the realm of leadership, bosses hold a significant role in guiding and supporting their teams. They are expected to provide direction, solve problems, and offer assistance. However, there are instances when certain bosses develop a god/saviour complex, believing they must be the sole providers of solutions and refusing to acknowledge the benefits of seeking help from others. In this blog post, we'll explore the irony of bosses with such a complex and shed light on the importance of fostering a culture of collaboration and support within the workplace.
The God/Savior Complex: Bosses with a god/saviour complex often see themselves as the ultimate problem-solvers and decision-makers. They feel compelled to have all the answers and consider asking for help a sign of weakness or incompetence. This mentality can create a toxic environment where employees hesitate to seek assistance, leading to missed opportunities for growth and innovation. This kind of behaviour usually presents micro-management of staff, shutting down staff ideas and recycling them without credit to the staff.
Limitations of Individual Expertise: No leader possesses expertise in every domain. While bosses may excel in specific areas, it's unrealistic to expect them to have all the knowledge and solutions. By acknowledging their limitations, bosses can demonstrate humility and encourage their teams to contribute their unique skills and perspectives to collective problem-solving. Quite frankly, no one wants a fully permissive leader but ideas should always be welcome.
Stifling Creativity and Collaboration: When bosses take on the role of sole problem-solvers, they inadvertently stifle creativity and hinder collaboration within the team. By shutting down opportunities for others to contribute and share ideas, innovative solutions may remain undiscovered. Encouraging open dialogue and valuing diverse viewpoints can foster a culture of collaboration, resulting in more effective problem-solving and increased employee engagement.
Promoting a Supportive Work Culture: Effective leaders understand the importance of fostering a supportive work culture where team members feel comfortable asking for help. By setting an example and demonstrating vulnerability, bosses can encourage their employees to seek guidance and support from their colleagues. This distributes the workload and creates an atmosphere of trust and mutual respect. Unfortunately, when leaders exhibit the Saviour Complex, some mid-level staff mirror their behaviour with impressionable associates.
Encouraging Learning and Growth: When bosses adopt a god/saviour complex, they inadvertently hinder the learning and growth opportunities for their employees. By depriving team members of the chance to solve problems and make decisions, bosses deny them the chance to develop new skills and expand their knowledge. Encouraging autonomy, providing resources, and promoting continuous learning can empower employees to take ownership of their work and thrive in their roles.
Harnessing the Power of Collective Intelligence: In today's complex and rapidly changing world, harnessing the power of collective intelligence is crucial for organizational success. Leaders who embrace collaboration and actively seek team input benefit from diverse perspectives, innovative ideas, and improved decision-making. By recognizing the value of collaboration, bosses can leverage the collective intelligence of their workforce to overcome challenges and drive the organization forward.
Bosses with a god/saviour complex may unintentionally hinder the growth and potential of their teams. By embracing humility, fostering a culture of collaboration, and encouraging employees to seek help from one another, leaders can unlock the full potential of their workforce. Recognizing the limitations of individual expertise and valuing the collective intelligence of the team leads to more innovative solutions, increased employee engagement, and a healthier work environment. Let us move away from the ironies of such complexity and embrace the power of collaboration for a brighter future in the workplace.
In other fun news, my fave Àṣàkẹ́ just dropped an album, you should give it a listen and let me know what you think.
Stay jiggy
xx