How Do Neurotic Bosses Destroy You And The Company?

Although the picture so far is very bleak, neurotic fraud is not an inevitable human condition.

Early prevention is the key to eliminate neurotic fraud.

If parents realize that there are many disadvantages to children's high expectations, children will not experience so much pain in the future.

Late diagnosis of neurotic cheater disease is also a treatment.

Experience has shown that psychotherapy intervention and leadership counseling are effective in changing distorted self cognition.

The neurotic swindler felt that he had fooled everybody and felt that he was not as smart and capable as others thought.

They attribute their success to luck, diligence, or other superficial external factors, such as being good-looking.

Some neurotic fraudsters are unbelievably industrious and always string a string.

They do not believe that they are really capable and capable. They are always worried that their hoax will be exposed, and they will worry that they will not live up to everyone's expectations, and then they will be rejected by everyone.

A neurotic swindler may ruin his organization that he wants to please.

They are dedicated and responsible for the pursuit of excellence, which is a good example to others in the organization.

However, because they are so eager to succeed, they may become impatient and rude.

Because they are very strict with themselves, they are strict with others.

If they push their employees too tightly, they may make the organization "white terror", which will inevitably lead to high turnover rate, high absenteeism rate and other unhealthy symptoms.

Besides, they work so hard that they threaten others.

Moreover, because no one guides them how to be an effective leader, they generally do not do well in leadership development and successor training.

But worse still, the neurotic swindlers.

It may have a bad effect on the decision making.

Some managers who feel that they are swindlers are afraid of believing in their own judgment. This excessive caution is easy to spread throughout the company.

For example, CEO, a neurotic fraud, may stifle the entrepreneurial spirit of employees.

If he doesn't believe in his intuition, why should he trust others?

Ironically, many strategic advisers are also neurotic fraudsters. Neurotic fraudsters CEO may be addicted to consulting firms because they need a neutral third party to provide comfort and relief.

Of course, consulting firms are useful, but neurotic swindlers can easily become puppets manipulated by consultants.

For example, Ralph Gordon, CEO of a global engineering company, is like this.

In a group discussion in one of my classes, Gordon explained that the development of engineering is actually not his own choice, but his father's choice.

Gordon made a concession to his father, accepted his father's arrangement, and entered the business world, but he never felt at ease when he worked in the company.

When Gordon became an executive, he began to rely on consultants, and some advisers slaughtered him with his uneasiness.

Consultants are just like drugs, which not only cost him a lot of money, but also give him a sense of dependence.

If the organization of the neurotic fraud is "defeated and punished", the above mode of behavior will be particularly prominent.

If corporate culture is not allowed to make mistakes, the anxiety of leaders will be more serious and more likely to have neurotic behavior.

Have a look

She first worked in a consulting company and later switched to a famous media company.

She did a good job as a consultant, but after the media company took charge of the European branch, the situation changed.

Although Ovair is a man of great ideas and creativity, she is afraid of failure, so she adopts a management style which seems to be contrary to corporate culture.

For example, media companies have always advocated decentralization management, but Ovair has centralized management in European branches.

But what really arouses public anger is that she holds most of the decision-making power in her own hands.

Her pursuit of perfection demands immediate results, which means she hates authorisation, her team productivity is impaired and creativity is strangled.

Ovair's way of leadership worried her colleagues, and her attitude of being stabbed (not listening to criticism, whether real or felt) annoyed many of her colleagues.

If anyone questions her proposal, report or decision, she immediately enters defensive position and speaks ill of it.

In addition, because she was worried that others could not find her ability, she had to prepare for a long time before meeting to try to think of other people's questions.

So carefully prepared, she had to work harder, work overtime and rest at weekends, and she hoped others would be as diligent as she was.

The swindler deeply hurt the organization.

Gradually, some of Ovair's team applied for pfer to other departments, and others were quietly preparing for job hopping.

Those left behind were hostile to Ovair and passive to deal with her. They thought that her theory was a waste of energy, so she left all the decisions to her. No matter what decision she made, she neither objected nor implemented it well.

As a result, the European branches, once leading the industry, went from bad to worse, and their profit margins dropped to zero at the end of the year, leaving the company with Ovair's idea of incompetence.

Finally, the European branch was sold to a competitor.

Ovair's nervousness not only ruined her own future, but also destroyed a company that used to run well.