This article poses the question. After reading it I realized that it’s difficult to tell an IT leader, particularly a high-level senior leader, that he or she doesn’t know what they’re doing in any capacity. This is because it’s a lose-lose situation. If you’re wrong, then you lose because… you’re wrong and if you’re right then you still lose because you’ve most likely bruised his/her ego. Bruising the ego of a senior leader means that you’re risking your ability to move upward in that organization.
For example, let’s say that you’ve told a senior leader, in public setting, that they simply don’t know what they’re doing in some capacity. Even if that leader doesn’t have the ability to help or stop you from making a career move the fact that you did so in public with place a feeling of caution in other leaders that are present. The fact here is that in any leader who has employees whom question their ability knows that those employees will eventually question their respect for that later leader as well.
The only safe way to tell a leader that he or she doesn’t know what they’re doing you have no desire to move upward in that organization career ladder.
I’m not saying that you can’t tell a leader that they’re wrong, mistaken or even that they don’t know what they’re doing. I’m just saying that one needs to do so with caution, finesse, tact and care because that’s what a leader.
Remember that when leaders feel that they need to tell someone that they don’t know what they’re doing, they patiently consider a person’s feelings, mindset and possible response and then the plan and practice how they’re going to deliver that message.
How do you tell your leader that they don’t I know what they’re doing?