We’ve all been there. Despite your best efforts to build and prioritize a thoughtful company culture, you somehow end up working under a less-than-stellar leader. Or maybe you’re the one in charge—leading a team of leaders—and you’re wondering how to spot warning signs before bad leadership negatively impacts your organization.

Whether you’re a candidate trying to avoid a bad fit or an executive looking to build a winning leadership team, recognizing the early signals of problematic leadership can make all the difference.

Leadership Red Flags: What to Watch for As a Candidate or Executive

Spotting Issues Before You Start

In the interview phase, you’re selling yourself and interviewing the company and its leadership. The dynamic of an interview can make you feel like you’re the only one under the microscope, but always present yourself with the confidence that you have the power and option to pass.

Never underestimate your intuition or the vibes you feel from your interactions with leaders. If something seems off, even if you can’t spot it, follow that instinct.

There are, however, some visible signs of bad leadership. Here are a few to watch out for:

1. Communication Gaps: Is the hiring manager dodging your questions? This might indicate a pattern of avoiding transparency, which often signals deeper issues within the company.
2. Inconsistent Priorities: If every person you speak to during the interview process has a different take on company goals, priorities, or the role you’re interviewing for, it’s a sign of leadership disorganization.
3. Unclear Expectations: Great leaders are clear about expectations. If the interview process is murky or confusing, this could foreshadow a work environment lacking accountability and direction.

What If You Find Yourself Working Under a Bad Boss?

Sometimes, even with the best efforts to avoid it, you end up reporting to a boss who just doesn’t cut it. If you find yourself in this situation, all is not lost. Here are a few tips for thriving despite difficult leadership:

• Manage Up: Find ways to guide your boss toward better communication or clearer priorities. Subtly offer solutions that improve both your workflow and theirs.
• Seek Mentorship Elsewhere: Don’t rely solely on your boss for career development. Look for mentors within or outside the company who can provide the guidance and support you’re not getting from your direct supervisor.
• Document and Align: When leadership is inconsistent or unclear, document your conversations and decisions. This ensures you’re aligned on expectations and can help avoid future blame games.

Red Flags When You’re Managing Leaders

If you’re in a position where you’re overseeing other managers, you have the unique challenge of identifying problematic leadership from within your organization. Here are a few classic signs to watch for:

4. High Turnover Rates: Sure, some turnover is expected, but if a particular department has employees fleeing like it’s a sinking ship, it’s time to investigate why.
5. Lack of Communication: Does the team seem left in the dark on critical issues? If so, you may have a manager who is either hoarding information or struggling to communicate effectively. Communication challenges rarely fix themselves, so as a leader, you’ll need to intervene.
6. Disorganization: If a manager’s team appears disoriented or disorganized, chances are their leadership is the root of the problem. Disorganization at the top leads to confusion across the team.

Being a Great Boss: It’s More Than Just Being Nice

A common misconception is that being a good leader is about being friendly or “nice” to your team. No one likes working for a tyrant, but leadership—especially at the executive level—goes much deeper than that. Great leaders empower their teams and take responsibility for their failure or success.

What does that look like in practice?

• Empowering Employees: Great leaders trust their team members and give them the autonomy they need to excel. Micromanagement is a major red flag, so leaders should provide the tools and high-level insights needed to succeed without hovering.
• Clear Prioritization and Support: Leaders must set priorities clearly and ensure their teams have the resources to meet them. This means advocating for your direct reports and holding yourself accountable when things go wrong.

The most effective leaders balance clarity, accountability, and the ability to inspire their teams to push for excellence.

At the end of the day, leadership can make or break an organization. With M Search’s 16+ years of experience, robust network, and white-glove concierge approach, we’re here to help your company identify and attract transformational leaders who will take your organization to the next level. Let’s ensure those red flags stay where they belong—outside your company’s leadership team.

Are you looking to build a leadership team that avoids these red flags altogether, and can deliver what your organization really needs? Get in touch with us today!