What are your suggestions on how to lead and work alongside anyone who has what I call former supervisor syndrome?

SSG Private RallyPoint Member — Tue, 06 Nov 2018 18:35:03 -0500

Both in and out of the military, I've worked with people who are difficult to work alongside, because they disapprove of and chronically complain about the boss/supervisor. I almost all cases, they brag about how things ran better when they used to be in the same position, and in every case they are the most uncooperative when getting any task done. In some cases, it's lead to insubordination that spread to other co-workers.

Response by SrA John Monette made Nov 6 at 2018 6:37 PM

SrA John Monette — Tue, 06 Nov 2018 18:37:48 -0500

I try to close my ears to that negativity. they are always going to believe they are right, or can run things better. the hardest part is keeping the insubordination as small as possible, if that makes sense.

Response by MAJ Ken Landgren made Nov 6 at 2018 6:38 PM

MAJ Ken Landgren — Tue, 06 Nov 2018 18:38:37 -0500

Throat punch them. Just kidding. I think whiners have it in their DNA. It is really tricky leading peers sometimes.

Response by 1LT Private RallyPoint Member made Nov 6 at 2018 7:05 PM

1LT Private RallyPoint Member — Tue, 06 Nov 2018 19:05:40 -0500

It really depends on the situation. If it’s a coworker, I personally would pull them aside to themselves and discuss the problem and how unprofessional it is. If the continue...just ignore it. Some people are just unprofessional like that. If they are your subordinate now. I would also pull them aside and say something and make it like an official warning type of deal and make it clear that you won’t tolerate it. I’d also take it with a grain of salt. If they actually do have some good ideas that would help I personally would utilize those ideas. Don’t throw them to the side just to prove your own worth and authority. Good leaders utilize the talent/experience of their coworkers.

Response by SFC Ralph E Kelley made Nov 6 at 2018 7:12 PM

SFC Ralph E Kelley — Tue, 06 Nov 2018 19:12:06 -0500

Don't associate with them - Do your job. Gather others of like mind. Kick their ass if they sabatoge.

Response by SPC Jeff Knight made Nov 6 at 2018 7:50 PM

SPC Jeff Knight — Tue, 06 Nov 2018 19:50:07 -0500

Try this;
You: so if things actually were that good under your leadership, then there’s a reason why you Were demoted. Care to explain?

You: if things were going so well for the group, then why aren’t you his boss instead of being his worker.

Because my security clearance in the military, I got to do/take part of some fun shows/programs. One assignment was to train officers how to lead their infantry platoons. One day I had a few just like that, and left scars to remind them. Some you just have to beat the crap out of them as this one LT. The I’m a badass and do whatever I want, attitude. Till he got in my face, watching was his entire class he’d been bullying. Because of things I only was dismissed from teaching but praised unofficially by the colonel.

It’s a toss up, cause I’ve always been in leadership. The best way is my first notes. Then before long everyone isn’t listening, he’s alienated himself from the group and before long realize HES NOT IN CONTROL. Always use psychological actions first. Never insult, always put your statement in the form of a question, that makes them shut up and think. During that moment of silence you say AH HA and walk away. This is when teammates succeed. All of the rest encircling him and put it clear, we don’t appreciate your attitude. It only damages the team as a whole. Only room for one rooster here, but leadership needs to stay away. This is between he and the team, that just informed him to change.

Response by SSG Brian G. made Nov 6 at 2018 8:19 PM

SSG Brian G. — Tue, 06 Nov 2018 20:19:59 -0500

Do your job. Also document everything. If they persist in their attitude and such, counsel them but make it an honest counseling. Listen to their ideas but reiterate that you are the one in charge, not them.

Response by MAJ Ken Landgren made Nov 6 at 2018 8:24 PM

MAJ Ken Landgren — Tue, 06 Nov 2018 20:24:12 -0500

I am posting this for your edification. Add a referent leader to the list. It is a person who uses technical knowledge to be a leader. https://tec.com.au/resource/9-common-leadership-styles-which-type-of-leader-are-you/

9 common leadership styles: Which type of leader are you? – TEC

There is never a one-size-fits-all leadership style for every business – all companies operate differently and certain traits will be more successful in some environments than others.

Response by SFC Private RallyPoint Member made Nov 6 at 2018 8:25 PM

SFC Private RallyPoint Member — Tue, 06 Nov 2018 20:25:59 -0500

When I have been in that situation, I have found that it is best to address the root of the problem. Those people feel insecure, and they need to feel like they are important to the team. The easiest way to do that this to pull them aside when there are decisions to be made and ask for their personal advice. Especially, when you don't need it and the answer is obvious. That means that the advice they're going to give you is most likely the course of action that you were about to take anyway. The end result is that they feel like they were important to you and your decision, and they are now invested in the decision. When they are invested in the decision, as opposed 2 being insubordinate and spreading the scent, they will encourage others to follow the plan because their own ego this wrapped up in that course of action. The more often you do this, the more that individual will begin to align with you. It's also helpful to ask for their point of View when there are decisions that they are not going to like. Listen to their concerns explain that you see the good points of their advice, but due to other factors you will choose a different course of action. Then explain why. That's brings them in to investing in the decision, even if the end result is not what they wanted.
With guys like that, it is important to make them your ally as early as possible otherwise they're insubordination will spread their peers and you will end up in the middle of a power struggle. While you may win the power struggle, it will undermine the respect that your subordinates have for you and your credibility to that.

Response by A1C Lexas Granger made Nov 7 at 2018 4:08 AM

A1C Lexas Granger — Wed, 07 Nov 2018 04:08:42 -0500

Remind the specific person that even their current actions dictate what their potential is within the company. Know that you can’t correct everyone because everyone has their own choices to make within the team. Kill with kindness if all else fails.

Response by CSM Darieus ZaGara made Nov 7 at 2018 5:05 AM

CSM Darieus ZaGara — Wed, 07 Nov 2018 05:05:45 -0500

First of all, if they formerly supervised in or out of service, and now are subordinate that should tell you and them something. They likely have proven themselves unworthy, you, unless you are now in charge simply need to do your job. It is the responsibility of your leadership to nip this attitude in the rear. Thank you for your service.

Response by Cpl Jeff N. made Nov 7 at 2018 6:10 AM

Cpl Jeff N. — Wed, 07 Nov 2018 06:10:51 -0500

Not 100% sure but it sounds like your co-worker might have been a supervisor that was demoted at some point. It is not a good idea for a company to demote someone and leave them in the same department. My guess is this persons attitude was one of the reasons they were demoted. If this person is now your peer in the department that will be a challenge.

I suspect the current supervisor knows this so I would not be within splatter range of this person.

Response by MSG Private RallyPoint Member made Nov 7 at 2018 10:10 AM

MSG Private RallyPoint Member — Wed, 07 Nov 2018 10:10:10 -0500

Lead by example and always choose the high road. Do not lower your standards to satisfy their standard of success. As long as you are doing the right thing then that is all that matters. If your subordinates or peers fall short, tell them where they are falling short and how they can improve to better support the organization. Remember to sell teaching moments by promoting the organization, not what you feel is right or wrong. Always be objective in your approach to achieving the best end-result.

Hope this helps!

Response by SGT Justin Lamb made Nov 7 at 2018 11:23 AM

SGT Justin Lamb — Wed, 07 Nov 2018 11:23:36 -0500

Call them on the insubordination to send a message to the team that actions like that will not be allowed. Counsel them to lay out what is expected them during duty hours. Instead of bragging how it “used to be” done maybe they can offer advice on how things could be better. If not, owell they aren’t in the position anymore so take all commands from the tower and tell them to stop being a toxic teammate. Kinda like the put up or shut up type of deal.

Response by CWO3 Private RallyPoint Member made Nov 7 at 2018 12:48 PM

CWO3 Private RallyPoint Member — Wed, 07 Nov 2018 12:48:50 -0500

You can still learn from poor leaders, specifically how not to lead.

Response by CW3 Kevin Storm made Nov 7 at 2018 5:37 PM

CW3 Kevin Storm — Wed, 07 Nov 2018 17:37:23 -0500

Ah the slacker leader syndrome, if it was better when they did it, why are they still not doing it? Hear the long (sob) story of how the man put the screws tot hem for some slight infraction. Or they were passed over because ___________fill in the blank___________, we have all met them. I find don't give them an audience, don't question there stories, and advise other to avoid leader Dip s**t like the bubonic plague. Nothing will ever make this person happy, they live for the fall of others, as they have fallen themselves (or in many case, never rose).

Response by Cpl John Bultman made Nov 8 at 2018 1:49 PM

Cpl John Bultman — Thu, 08 Nov 2018 13:49:38 -0500

I had one in my Marine unit who was making us all look bad. The CO called me and the other NCO's into the office for an ass chewing and I remember asking him if he could wait until me and the rest of the Sergeants could take care of the problem. He said, "you've got one hour". There were 4 of us and when we were walking out, we all flipped to see who'd take the mission.
We all came back in an hour and the CO asked me why my cheek looked red and before I could answer a buddy chimed in and said, "well sir, he won the toss but he's not the best boxer in the fleet". We always took care of our Marines without looking for any help.

Response by SSG(P) Private RallyPoint Member made Nov 14 at 2018 4:30 PM

SSG(P) Private RallyPoint Member — Wed, 14 Nov 2018 16:30:57 -0500

1. To not participate or give ear to their chronic complaining.
2. This may also be a symptom of something else going on in their life. Guide them to counseling if they need it. That downward cyclical thinking is not healthy!
3. Offer to go with them to communicate possible solutions tactfully to their boss/supervisor.
4. Tell them that they complain too much. Let them know they are negatively affecting you and possible the unit. Tough love is great!
5. If they don't stop, then go to the boss or supervisor to encourage them to have a conversation with their subordinate.