We all now this never happens, but it’s good to be prepared.
The Muse explains how to deal with a difficult boss: 10 Brilliant Tips for Dealing With a Difficult Boss -The Muse
“In an ideal world, we would all have fantastic managers—bosses who helped us succeed, who made us feel valued, and who were just all-around great people. Unfortunately, that’s not always the case. But, whether the person you work for is a micromanager, has anger management problems, shows favortism toward one person, or just isn’t very competent, you still have to make the best of the situation and get your job done. To help out, we’ve gathered the best advice from around the web for dealing with a bad boss. Try one or more of these tips to find some common ground with your boss—or at least stay sane until you find a new gig.”
And Workitdaily has a good read about 5 Ways To Deal With An Incompetent Boss | CAREEREALISM … :
“While it can be frustrating to have an incompetent boss, an incompetent boss can seriously damage or derail your career. If they do have a serious lack of knowledge, we know that they can do nothing to grow you as an employee which means any growth will be yours to make happen. Let’s look at the potential damage they can inflict and what you can do to minimize or avoid.“
My friends from Agorum got to the point here (only in German, though) … : Entscheidungsprozesse in einem selbstorganisierten Unternehmen.
“Hierarchie ist keine gute Antwort auf immer schnellere und komplexere Prozesse”
I think this silicon valley image from Brian Solis fits very well to that context … that reflects much more the kind of hierarchies we need:
I would say it’s a tie… but there’s one definitive evidence here:
Awesome work by Toggl: The Seven Circles of Developer Hell [Infographic] – Toggl Blog
“Software development is a special kind of a nightmare. The kind that you wish you could wake up from, but can’t, because code is money and money is life.”
Applying chaos theory in a project based organization:
“Abstract Chaos theory is extremely useful in guiding behaviors in an organization that depends on project-based work for its vitality. The theory informs us that small initial conditions can have a huge impact on project outcomes; however, what actually happens is unpredictable. Nature, while chaotic, follows regular patterns, as does human behavior in organizations. An organic approach to the implementation of project management implies that we can learn tremendous lessons from nature on how to achieve better, more harmonious outcomes from our projects. Thus, by observing nature and paying attention to patterns in human behavior, we in essence create a “green”—as opposed to “toxic”—environment for project success.“
My internet friend Rhys aka the Physicists of the Caribbean has written a great piece on why knowing yourself and others is not that easy: Know Thyself … :
“It should be largely self-explanatory. Intelligence (or skills or knowledge of a subject, perhaps other things too) doesn’t necessarily correlate with how accurately people evaluate their own intelligence.“
Leadership Anti Patterns are a special variant of Antipatterns. They are dangerous, they kill productivity and they very often come together with Crocodile Management (Link is German), Mushroom or Bulldozer Management (a new manager comes in and guess what he does first?). You might also like to read about Leadership Behaviour patterns … but that’s Harvard Business School… or Antipatterns in Project Management.