After purchasing and enjoying two generations of Blackberry phones in the past, in May, my family upgraded to the Blackberry Torch.

Within two weeks, we had returned to the mobile phone vendor six times. At the seventh visit, the vendor sent us to a reclamation center and we were given – at no extra charge – just-like-new “reconditioned” phones.

We should have paid attention to and read the fine print in the Disclaimer Statement:

I am not going to list the many problems with the phones; however, experiencing these problems caused me to reflect on the company’s leaders.  They have to be aware of the problems, the websites devoted to Blackberry-bashing and the negative press.  So, I wondered why haven’t they developed solutions to ‘make it right’ with the consumer?

Most of the leaders I have observed in non-profit, entrepreneurial, private company and corporate settings – have a wide array of leadership competencies; they have an internal code of ethics as well as a company code, they take  pride in their products or services, they look for ways to develop a sustainable and growth-oriented leadership style  and they want to satisfy and retain customers.

On the other hand, I have run into a few leaders who are – shall we say – ‘developmentally challenged’ and seem to have disclaimers in very fine print written on their forehead:

  • Work for Jerry at your own risk.
  • Bob is looking for another ‘throat to choke’.  (I have a client who tells me this is a common euphemism used daily in his company.)
  • Matt micromanages to such a degree that he has been known to follow his female employees into the ladies room (yes, it’s true – this one happened to me!).
  • Mary never checks to find out if her employees actually understand the new roll-out strategy until after the project is beyond redemption.
  • Dennis knows this restructure isn’t going to work, but since it has been announced, we have to go through with it.
  • When Anne doesn’t make her numbers, she always blames a subordinate.
  • Jack relies solely on his own problem solving capabilities.
  • Jean can’t even spell collaboration.

Questions for you to consider:

  • Have you checked the fine print in your Leadership Style Disclaimer Statement?
  • What does this fine print say about you?

© All rights reserved.

Christine M. Glasco consults to company executives, business owners and non-profit leaders on career management/career transformation strategies and strategic leadership development solutions. To provide you with clarity on how to achieve the next steps in your career, go to and request a complimentary copy of Is Your Career on Track? Assessment and e-Workbook

Email: Phone: 1.940.367.0837

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