My previous leadership type, the Growler, was hard to classify as it had aspects of both pattern and anti-pattern. The Great Pretender, however, is much easier to label. It’s clearly an anti-pattern.
Before entering the working world full-time, I worked in the retail grocery business (both of my parents also had considerable industry experience, both retail and wholesale). I ran into this type more than once. The type is distinguished by a lack of domain knowledge and/or experience, coupled with an apparent inability to trust anyone with knowledge and/or experience. Consequently, the default method of decision-making appeared to be “whatever someone suggests, do something different”. It was as if someone had mixed impostor syndrome and the Dunning-Kruger effect together and skimmed off the most detrimental parts of each.
I remember one July Fourth holiday where a Great Pretender tripled the order for sliced-bread and cut the order for hamburger and hotdog rolls in half. This was based on reading something that said Americans were eating healthier. Unfortunately, that message wasn’t communicated to the Americans in our community (bear in mind, this was many years ago and July Fourth) and we wound up with customers unhappy that we had run out of what they wanted to buy and a lot of soon-to-expire bread that had to be marked down drastically so that it sold before going out of date. The failure to trust subordinates with the right expertise carries costs.
Another Great Pretender questioned his stock crew when he found them taking a break while a truckload of merchandise remained in the back room. The response, “Do you know how long it takes to get all that put on the shelf?” sent him scurrying away. The crew, who were malingering, had a good laugh.
The combination of lack of knowledge and lack of trust opens the door to an interesting manipulation strategy. When you want something from a Great Pretender, you never ask for it directly. It’s always “Boss, should I do this incredibly inane thing that no one in their right mind would do or should I do what I actually want to do?” The response from the Great Pretender is always “Do that second thing” (every single time). I leave it to you, dear Reader, to only use this knowledge for good, not evil.
The idea that someone in a leadership position should be the best at all they oversee is a pretty common one. More than once I’ve seen people claim that the have no respect for a leader that can’t do their job better than them. This attitude, however, fundamentally misunderstands the nature of leadership (hint, effective leadership is more about coordinating the team than doing any one job on the team). This attitude also demonstrates a lack of understanding of the cognitive capacity that would be required to lead a team involved in a minimally complicated undertaking (hint, effective leadership is more about coordinating the team than doing any one job on the team). This attitude also ignores the fact that a leader is responsible for tasks unique to their position (hint, effective leadership is more about coordinating the team than doing any one job on the team). When a team member has this attitude, it can be a problem.
When the leader buys into this attitude, we get the Great Pretender.
Leaders have their own roles and responsibilities to fulfill. This involves dealing with what’s appropriate to their role and relying on others for what’s appropriate to theirs. This requires communication and collaboration. Micro-managing and insecurity are counter-productive. The best leaders, in my opinion, are those that can recognize talent in others and gather around themselves a team of people with complementary strengths. They’re not the experts, but expert at helping a collection of experts come together for a common purpose. That involves placing trust in those being led.
Having to know it all can be fatal.
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