Air pumps in human form are an absolute nuisance. Particularly in the professional realm, since all they ever produce is a lot of (hot) air. Every single one of us has encountered a colleague or superior and wondered how on earth did such an obviously incompetent air pump get to such an intensely coveted high position. And the higher up the corporate ladder, the more air pumps – or to be explicit, windbags – you seem to find. How is that possible? Shouldn’t only the very best be promoted to the top? And, really, what’s so attractive about air pumps that leaders can’t seem to collect enough of them?
There are multiple reasons and a major one is maintaining power. Many who have reached the elevated heights of the corporate ladder where they can pick and choose their subordinates, intentionally select the most vacuous among aspiring candidates. Th us they secure their position by offsetting their brilliance with obviously dimmer lights. No competition. A good number of yes-people complete the entourage, ensuring the big brass can orchestrate her plans without interference or static. Competent, motivated colleagues, dedicated to promoting their team and company as well as themselves, wouldn’t stand for this and that would be extremely annoying.
Sometimes, it’s simply a leader’s laziness and incompetence bringing air pumps out of the woodwork. When a leader fails to develop his employees; neglects setting up development plans or goal agreements; doesn’t engage in maturity assessments or feedback talks, air pumps, windbags and blowhards evolve naturally – like weeds in an untended garden – in stagnant leadership. Sure, there are always exceptional employees capable of developing their abilities independently. But only a dwindling percentage actually make it, so don’t count on them to save your business. […]
With today’s lack of skilled workers, businesses are relieved when they can find anyone at all. When reality eventually hits home and it turns out that you’ve hired air pumps who don’t deliver what they promised, no one really dares to criticize their work. There’s just too big of a risk they’ll quit on the spot. […]
Of course, it’s hard work and time-consuming, but there is no alternative. Nonetheless, we see the opposite again and again. Instead of taking care of your ineffective employees, you simply live with their incompetence, neglecting them altogether – that’s bound to backfire!
While we’re on the subject, value oriented recruiting also plays a major role. Before you hire someone simply because “he can’t run away fast enough,” […] you should make sure your applicant’s values concur with those of your enterprise.
An excerpt from the book “Leadership is More – 27 Questions We Too Can Answer” written by Gianni, Jan & Marcello Liscia, 2022
