the art of mismanagement…

Referring once again to the negative report on one of my biggest competitors which 10+ people have left comments asking me to discuss in this blog … although for most readers this entry might be a bit esoteric because you do not know the report and you are probably not in the same industry as naseba ….

However, I want to expand upon yesterday’s theme:  have confidence in your value and ability – and never take credit for success that is not yours… because without question many readers can relate to this theme.

I woke up at 1:30am …ridiculously, jet lagged.

As I layed in bed wide awake, I thought about yesterday’s blog — and then I thought about all the great talents; all the potential super star sales people; potential super star producers; super star managers; super star’s at many different levels and types of jobs …. which are lost/pushed out because of mediocre direct management.

Although the term “mediocre” can conver many things …. What I mean by “mediocre management” is a manager who is not good and deep down inside the mediocre manager understands that he/she is no good so they push away potential threats to them — and take credit for success that is not theirs.

I remember one guy in particular at my previous company – I never saw or heard of him close a deal – he never incentivized his team – I never saw him or heard of him doing any personal business – but, he was a complete “yes-man” to the chairman – even worse, he always took credit for other peoples success – often times firing people so he could take their commission.

Although I never worked with this person – and I rarely, maybe once or twice spoke to him throughout my career at that company — I marveled from afar at his ability to pretend and convince the Chairman that he was good at his job and added value to the company.

I heard the other day this person is the ceo of the biggest division/company in that company today.

Absolutely brilliant success story.


Paul Northover was the one that trained and taught me how to sell in this industry.  Certainly, he could have taken credit for a large part of my early success — in the beginning, he closed several deals for me and gave me consistent – solid support and training.

However…. Paul did not need to pretend or take credit which was not his because he was confident in his value to the company.  Furthermore, Several months after he moved back to America, I discovered months later that Paul had gone out of his way to ensure that the chairman knew that I had potential and was someone he should take care of.

I am sure most readers can at one time or another in their lives relate to someone trying to steal their success … the world is full of mediocrity.

I throw the question at you again — I wonder how many great talents are lost because of mismanagement?

I reitterate … if you are good at your job, make sure your direct boss is not taking your success.  If you are a manager, have confidence in your ability and value to the company and never steal someones success.

In my opinion, it is much more impressive when I hear from one of my managers that one of their sales guys/gals is doing a great job – more impressive than hearing from one of my sales managers that they are the reason an employee is succeeding.

Anyone can pretend to be great at something …. but true greatness does not need to pretend, lie, cheat or steal to succeed.


One thought on “the art of mismanagement…

  1. Shaun R. Connell

    Well said. It reminds me of something my boss and, coincidentally, father, tells me all the time: great leaders put together great staffs, and great staffs magnify great leadership. Both play off of each other, explaining why some businesses often just cant seem to fail, pulling off fantastic business feats.

    Great quote from the header, btw.

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