Why There Are Bad Bosses

Just because you're amazing at your job does not mean you should be a leader. This is what is wrong with companies and organizations. What happens is, you have an amazing salesperson or someone who's great at customer service or someone who's incredible at product development. And they're really, really good at their job. And so what does management do? They promote them and they make them a supervisor or a manager, a leader of other human beings. Even though these people do not have the personality to be a leader. In order to be a leader, you need to have the passion and the drive, and you need to get purpose from leading other people. And you have to want to be a leader. You need to be a people person. You need to actually want to be around other people, develop other people, and you want this to be the main part of your job.

Companies need to realize that just because you are awesome at your work, doesn't mean you're going to be awesome at leading other people. You might actually be horrible at that. And we think that, Oh, if I'm a leader of others, that means I've made it. Or Oh. If I'm a manager, a vice-president, I'm a fill-in-the blank title, that means that you're successful. Not necessarily. If being a leader, if being called to be a leader does not light you up and fill your soul with energy, that shouldn't be your career path. You can be an amazing sales executive and keep selling for the rest of your life and be really, really good at it. And that is success. You could be an amazing developer, or creative, or customer service representative and not be a leader and be really, really successful.

We need to stop promoting people, just because they're great at their job. Before promoting people, we have to ensure that other people are going to want to follow them. Other people are going to be excited. Other people are going to be extremely motivated by whoever it is we're promoting. So don't just think that you should be a leader. A leader is only one path. And companies need to really understand if those people have the qualities. I have had bosses and leaders that after two weeks of working for them, after a few weeks of working underneath them, it was very apparent, it was crystal clear that they should not be a leader. And they were demotivating. And they hurt the team. And underneath them, people left the organization. Underneath them, people went to HR. These were people in really, really high up positions. Okay. And I remember thinking, how? How is this person in this position?

And there are thousands, millions of people around the globe that are thinking that right now. How is my boss in this position? And that's up to the company, that's up to the senior executives to make sure that leaders have the personality and the connection to wanting to lead other people. I am really, really, really passionate about this, if you can't tell already, because it happens way, way too often. So if you're thinking of promoting someone, don't do it quickly. Make sure that they really, really have that drive. And if you are working in an organization, you're listening to this video, and you're thinking to yourself, my boss is the person that Tia is talking about, then I would have a conversation with that leader and maybe talk to the organization and share your thoughts because not everyone is fit to be a leader. And when you have people in the wrong spots, the ripple effect, the negative ripple effect is massive.

Don't just promote people because they're great at what they do. That doesn't mean that they're going to be great at creating an amazing team and having people follow them. If you like this video, subscribe to my YouTube channel. There is a new video every single Friday at 10:00 AM Pacific, where I drop information about personal happiness, positive leadership, and business growth. And if you want to learn more about my company, checkout arrive@happy.com.