Are you a bad boss? Maybe even a horrible boss? The good news is that if you are, you’re probably too arrogant to know it.

Dr. Clinton Longenecker has researched the top “despicable dozen” characteristics of really bad bosses, and arrogance tops the list. The research recently was published in the journal Industrial Management.

The full “despicable dozen” and the percent of respondents who mentioned the troublesome traits were:

1. Arrogant, prideful, inflexible and always right — 73 percent
2. Unprincipled, untrustworthy, misrepresent the truth and lie — 66 percent
3. Fail to create clear performance expectations — 58 percent
4. Not letting employees know where they stand — 54 percent
5. Horrible communication skills and practices — 52 percent
6. Erratic and unpredictable behavior and moods — 51 percent
7. Take all credit and avoid blame — 47 percent
8. Everything is a crisis — 42 percent
9. They don’t develop their people or help them get ahead — 39 percent
10. Do not solve problems or improve processes — 33 percent
11. Technically incompetent and lack talent — 31 percent
12. Lack wisdom and decision-making skill — 27 percent

Longenecker, UT professor of management and an expert in organizational development and executive leadership, said nothing undermines your credibility as a boss as quickly as throwing modesty to the wind and basking in your own greatness.

“People with arrogant bosses minimize and avoid contact and as a result, the regular and candid communication needed for any organization to improve and succeed doesn’t take place,” Longenecker said. “Stay humble. Arrogance kills working relationships and careers and it can be a real barrier to high performance.”

And the worst bosses also are viewed as being at the wrong end of the integrity, acing in ways untrustworthy and unprincipled.

So if you work for a bad boss, what should you do? Longenecker acknowledged, particularly in a difficult economy, that simply polishing up your resumé isn’t always feasible.

“Consider developing a realistic exit strategy that takes into account the pros and cons of your current situation,” he said. Work to understand how your boss is hampering your performance and take proactive steps to minimize your boss’ influence — and make it a priority to not emulate your boss.

Longenecker also spoke directly to organizations and the leaders who employ bad bosses.

“If you have bad bosses working for you, it reflects poorly on you,” Longenecker said, citing short-term and long-term damage to the organization and, ultimately, to the career of the manager overseeing truly bad bosses.

Longenecker was quick to point out there is a difference between a boss struggling to find his or her footing in a new role and a boss who is doing little to improve his or her leadership skills.

To develop the “despicable dozen” characteristics, Longenecker sampled 187 seasoned business leaders from cross sections of U.S. manufacturing and service enterprises. Men comprised 72 percent of respondents and women 28 percent, all with an average age of 43 and more than 14 years of managerial experience. Participants were asked to “identify and chronicle the behaviors of the worst boss that they had ever worked for during their career.”

Media Coverage
The Blade (April 3, 2012)
WNWO (April 4, 2012)

The University of Toledo  College of Business and Innovation (COBI) and the Business Engagement and Leadership Council will recognize business and academic excellence during their annual Pacemaker Awards Friday, March 23 at 6:30 p.m. at the Inverness Country Club.

Carroll

Each year the prestigious Pacemaker Award recognizes an individual for outstanding achievement in business as well as contributions to the community and the University. The 2012 recipient of the Business Pacemaker Award is William J. Carroll, currently on the Board of Directors of Graco, Inc., and former President and Chief Operating Officer of Dana Corporation.

“William Carroll’s highly successful career,  community involvement and outstanding integrity and leadership in the regional business arena make him the ideal business professional  to receive this year’s Pacemaker Award, the College’s highest honor,” said Thomas G. Gutteridge, dean of the UT College of Business and Innovation.  “As a UT College of Business alumnus, current member of the UT COBI Business Engagement and Leadership Council (BELC) and a former chair of the BELC, Bill continues to live his deep personal commitment to the College and its important activities within the business community.”

Carroll, a member of the United States Marine Corps Reserve for six years, obtained his bachelor’s degree in accounting at UT and completed an advanced management program at Harvard Business School. He held several key positions at Dana Corporation,including that of President and Chief Operating Officer from 2003 to 2004.

Carroll also has been Director of Economic and Community Development for the City of Toledo; Chief Executive Officer of Limo-Reid, Inc.; and principal of Highland Jebco, LLC, where he is currently a consultant.

In addition to his involvement with the COBI BELC, Carrollis a trustee of Lourdes College, Chairman of the Lucas County Port Authority, and a member of the Toledo-Lucas County Convention and Visitors Bureau.  He and his wife Cathy have four children.

Academic Excellence Pacemaker Awards are presented to UT College of Business and Innovation graduate and undergraduate students for their outstanding academic achievement, University and community service, and leadership.

The 2012 student Pacemakers are:
Accounting – Shane Sobczak and Lauren Stuck;  Finance – John Doncaster and Colin McHugh;  Information Operations Technology Management – Stephen James and Lindsay Vollmar;  Marketing and International Business – Adam Covault and Rachael Kravitz; Management –  Michael Schaffer and Sydney Smith; MBA –  Kyle Kickbusch; Executive MBA – Eric Benington;  Ph.D. –  Vafa Saboorideilami;  Dean’s Office –  Frank Lindsay-Pangalos (MIB) and Thomas Schwann (EMBA).