Have You Ever Worked for an “Emperor with No Clothes On?”
Ever had a boss who leads by fear, intimidation, or favoritism? You know, the kind who makes it impossible for anyone to speak up, admit a mistake, or challenge the status quo without fearing embarrassment, marginalization, or punishment. This “emperor” punishes vulnerability, leading to meetings where people hold back their ideas and opinions. Silence is mistaken for agreement, and everyone follows whatever the emperor says. Over time, this creates a growing detachment from reality within both the emperor and the organization.
An emperor surrounds themselves with yes-men and yes-women, people who tell them what they want to hear. They turn a blind eye when team members attack each other’s knowledge, competence, motivation, personality, or character. Worse still, the emperor removes those who bravely stand up to them with the truth. Eventually, the emperor is left with a circle of people who compliment their clothes—clothes that, of course, they aren’t actually wearing.
So, What Are Your Options If You Don’t Want to Peddle the Invisible Clothes?
Assume Best Intentions and Have a Candid Conversation: Often, an emperor is unaware of how their behavior impacts others. Approach your boss with a request for an open dialogue. Without complaining, explain how you feel and suggest actions that could improve your performance and morale.
Take Your Talents Elsewhere: Find a workplace where vulnerability is rewarded, and your contributions are valued.
Build Alliances: Find like-minded colleagues who share your concerns. A united front can sometimes bring about change more effectively than a lone voice.
Document Your Concerns: Record instances where your ideas or concerns were dismissed or you felt punished for speaking up. This documentation can be useful if you need to escalate the issue to higher management or HR.
Seek Mentorship: Find a mentor within the organization who can provide guidance and support. A mentor can help you navigate the complexities of dealing with an emperor and may offer strategies for fostering a more open and supportive environment.
Focus on What You Can Control: While you may not be able to change the emperor’s behavior, you can control your own actions and reactions. Focus on maintaining your integrity, doing your best work, and supporting your colleagues.
Timothy Clark, Ph.D., a psychological safety expert, posed these questions in a recent webinar: “Is innovation a function of ideas? Yes. Are ideas a function of people speaking up? Yes. Is speaking up a function of psychological safety? Yes.”
By fostering an environment where people feel safe to speak up, challenge ideas, and propose new solutions, organizations can drive innovation and success. Don’t settle for an emperor with no clothes—seek out a culture that values and rewards your courage and contributions.
Comments