A Sociopath in a VP’s Clothing? (Not Talking about Dick Cheney)

Apr 7

Photo by thom

I was recently conversing with an HR director about some of her challenges, and she told me this story:

Bob* (not his real name) is a Senior Vice President in a large corporation.  He reorganizes his group about once a quarter as his direct reports fall in and out of favor.  In fact, there is a running, cynical joke about the major and minor reorg (Majors in March and September, Minors in June and January).  Some employees have a betting pool about who’s getting put where next.

Here’s the thing – Bob’s a charming guy.  People who meet him fall into two love him or hate him – e.g. they can see that there’s no “there” there.  Bob’s challenge is that as people get to know him, they realize that they are all bit parts in Bob’s movie.  How Bob is “successful” is that he manages by fear.  Fear of demotion, public humiliation, or layoff.  The most observable results it that his direct reports and their teams [negatively] compete for his favor;  their teams hoard information; they are happy to succeed to the detriment of other teams and individuals in the department; there is a very active rumor mill; and people feel powerless and demotivated, according to the annual survey.

The HR director’s challenge is that she’s received more than 50 complaints over the last several years.  The one she hears most often is that Bob undermines those that are out of favor behind their back.  There’s little proof, but the anecdotal evidence is in the way the out-of-favor are treated in meetings.  The best talent has left the company, refusing to put up with Bob’s ever-turning “wheel of fortune”.

The HR Director can’t figure out why Bob’s management has protected him up to now, because his groups often don’t deliver their projects on time or budget.  Bob’s attitude with the HR manager is that of one who is untouchable.  In fact, he brags that on a scale of 1 to 10 on the last leadership assessment, that he scored a 1 on the section about being influenced by the opinions of others.

I feel for HR in this situation, because they’re pretty impotent.  For whatever reason, Bob’s management doesn’t want to terminate him, which leaves HR with a multitude of complaints and a situation they know isn’t good for the organization.

Does this look like someone you know?

The question came up about whether coaching would help Bob.  If Bob’s enjoys tormenting those who have less power than he does (that leadership score is my red flag), then no.

How would you handle this in your organization?

Stay tuned.  Tomorrow I talk about what I learned in an hour talking with Bob.

Be Your Best You Today,

Carolann

Tags: Brain-based Coaching, Career Management, Carolann Jacobs, coaching, conflict management, Inimitable Leadership, Inspired Workplace, Leadership, Legacy Leadership