It should come as no surprise to most of you that I would never recommend “bullying” or the command control style as an effective style of leadership. As you know, I’m all about leading through increased employee engagement, self-awareness, empathy, trust, and vulnerability. But if you pay attention to the subject of leadership in the news, you’ll notice that command and control styles of leadership are

still being used by even the most notable executives and leaders in business. With that said, it doesn’t mean these styles are effective and should be common practice. So, what do I mean by “bullying”? Someone who leads with a title and commands respect vs earning it. Someone who constantly tells others what to do and can often come across as disrespectful and demeaning in their efforts. If you have ever worked for a bully, you will resonate with what I am suggesting here and relate to how ineffective and disempowering it is to work under that style of leadership.

Bullying as a leadership style is attractive for some individuals because it allows them to take charge in a manner that serves their ego and gives them unquestionable control. This style can even bring about short-term success, leading many to believe that there is value in it. But when you look closely at bullying leaders, you will find that their effectiveness always loses steam, with many of them suffering the consequences of having their tactics backfire completely.

Bullying and the Leadership Crisis at Uber

One company that’s received a great deal of negative publicity lately is Uber. The company, which offers ride-sharing services through its popular smartphone app, became a darling of the modern tech world over the last several years. In fact, the name “Uber” replaced “taxi” and “cab” in the lexicon of numerous city dwellers all over the globe.

Unfortunately for Uber, recent revelations about its internal culture have led to a public backlash, with many users deleting the company’s app from their phones and switching to ride-sharing alternatives such as Lyft.

You may have heard that the company has experienced high-profile resignations of key employees, allegations of sexual harassment, and reports detailing a chaotic company culture. In an open letter to the company’s board, two former investors unleashed some harsh criticism of the company for fostering “a culture plagued by disrespect, exclusionary cliques, lack of diversity, and tolerance for bullying and harassment of every form.”

Of course, this type of culture is only allowed to thrive when it is dictated by the people at the top of the company food chain. And Uber CEO Travis Kalanick is finally beginning to suffer the consequences of the bullying culture that he has built at his company, evidenced by the reaction to the release of a video showing the executive getting into a heated argument with one of his drivers. Not a good look for a CEO!

It is true that Uber has experienced tremendous success, but I would argue that it’s been successful in spite of the bullying culture that Kalanick has fostered. Now that reports of Uber’s internal culture have become public, the company finds itself in an uphill battle to try to restore its once-stellar reputation.

Real Leaders Aren’t Bullies!

The temptation to build a culture based on fear and the need to control might be strong, but you must realize that when you create a culture like this and lead with an iron fist, it’s only a matter of time before your tactics come back to haunt you.

Leadership and bullying are not synonymous! We live and work in a connected world that benefits from the presence of a diverse array of voices, and the leaders of today’s most successful companies understand that bullying and command control will only get them so far before the inevitable backlash hits. Today’s forward-thinking leaders succeed by integrating inclusive values into their workplace environments. And they understand that an enthusiastic, engaged workforce will benefit the bottom line and generate positive results day after day, year after year.

Instead of leading with the need to be in constant control, focus on these core values if you want to foster a workplace culture that thrives in the modern business world:

• Engagement
• Inclusivity
• Open communication
• Ongoing feedback
• Emotional intelligence
• VulnerabilityTrust

Obviously, these values are different from the ones enshrined by the old command and control style of leadership, but they are the values that come with an understanding that today’s world is different. It’s a world that requires a different approach — one that treats people with respect, builds trust and understanding, and encourages individuals to bring their “A” game every day! Strong, effective leaders understand this. Do you?

What Do You Think?

Have you experienced the command control or bullying style of leadership? Have you been tempted to employ these strategies as a tactic for success? Have you ever worked under this style of leadership?

We would love to hear about your experiences so drop us a line!

‍