Lazy Leaders come in all shapes and sizes. They are typically more on the conflict avoidance side and prefer uncomplicated, simple solutions. Rather than digging into a problem or addressing an issue, they want to get through it as quickly as possible. They do not often build relationships with their staff and do not see the value in anything that takes time.

So why is this harmful? They make rash decisions lazy leaders do not like taking time to think things through. They want a solution now so they can move on to the next thing. Rather than look at all the facts they may chose the path that seems to resolve the problem the quickest even if that solution is not the best in long run.

They are good at delegating. Wait, delegating is a good thing right? Sure, when the person the task is being delegated too has good direction and a leader helping them make good decisions. The lazy leader is likely to delegate just to get it off his/her plate and not have to think about it again.

They breed a culture of laziness. Culture starts at the top. If employees see the decision makers utilizing which ever method gets them to an end result the fastest, the employees will follow suit. This could mean taking shortcuts that are bad for business and the longevity of the company.

They are not in it for the long haul. Lazy leaders look short-term. Thinking too far ahead is not in their game plan. If this type of leader is tasked with turning a department or company around, they are unlikely to stick around long enough to actually see it through.

So what do you do if you have a lazy leader on your team? If you have the time, you could work with them, try to mentor them and see if they can get their head in the game a little more. In my experience however, it can be difficult.

Often lazy leaders were not ready to be leaders in the first place and therefore need to either take a step down or out in order for the business to move forward.

Have you worked with a lazy leader? What consequences did you see from this person?

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Picture credit: RyanHope Press