It is not uncommon for us to bemoan the curious phenomenon known as "failing up." This term describes a situation in which individuals, despite being unsuccessful or ineffective in their current roles, continue to receive promotions and are entrusted with increasing levels of responsibility. It’s disconcerting but not uncommon, and it can have profound consequences for the organizations these individuals lead.

While it's tempting to believe that all promotions are awarded to the most deserving candidates based on merit, competence, and past successes, reality sometimes tells a different story. Some individuals "fail up," landing senior positions without demonstrating the leadership capabilities those roles demand. This raises questions about how these leaders impact their organizations, how we can recognize them, and how their teams can cope—and even thrive—under their leadership.

How Do People Fail Up?

There are several reasons people fail upward. Often, these individuals possess qualities that appear valuable to those making hiring or promotion decisions but are ultimately misaligned with true leadership. For example:

• Networking Skills Over Competence: Leaders who fail up often excel in building relationships with influential figures within the organization. They may lack the technical skills or decision-making capabilities needed for their role, but their ability to "manage up" helps them stay on the promotion track.
• Charisma and Personality: Charisma can sometimes be mistaken for leadership, and a charming or personable individual can create the illusion of competence. This facade can mask significant gaps in strategic vision, operational ability, or people management.
• Deflecting Blame: Some leaders are adept at avoiding accountability and shifting the blame to others when things go wrong. Their failures are overlooked because they successfully frame themselves as victims of circumstance or incompetence elsewhere in the organization.
• Perceived Potential: In some cases, individuals are promoted not based on their past performance but on their perceived potential. While this can be a valid approach, it can also lead to the elevation of individuals who lack the necessary skills or experience for their new roles.

The Impact of Failing Leaders on Organizations

The consequences of promoting leaders who have failed in their previous roles can be damaging on multiple levels:

• Erosion of Morale: Teams led by ineffective leaders often feel disillusioned and unmotivated. When employees see an incompetent leader rewarded, either financially or with greater responsibility, it undermines their trust in the fairness of the organization’s promotion process. This disillusionment can lead to higher turnover and lower engagement.
• Inefficient Decision-Making: A failing leader may lack the critical thinking and strategic insight necessary to make sound decisions. This can result in costly missteps, missed opportunities, and the stagnation of important projects. Inefficiency at the leadership level cascades downward, affecting the overall productivity and performance of the organization.
  
• Stunted Organizational Growth: Leaders who fail upward often focus on self-preservation rather than driving innovation or fostering a culture of growth. They might avoid taking risks, shy away from difficult decisions, or prevent talented employees from rising through the ranks, all of which hinder the organization’s development.
• Reputation Damage: Over time, an organization led by failing leaders may earn a reputation for poor internal and external leadership. This can make it difficult to attract top talent and may result in decreased confidence from stakeholders or customers.

Recognizing a Failing Leader

While some failing leaders are adept at disguising their incompetence, there are some telltale signs to look out for. These include:

• Lack of Accountability: A failing leader often deflects responsibility when things go wrong, blaming others or external circumstances rather than reflecting on their own decisions or actions.
• Poor Communication: Ineffective leaders frequently struggle to communicate clearly and transparently. They may provide vague instructions, fail to set expectations, or avoid difficult conversations altogether.
• Micromanagement: Leaders who are insecure about their abilities often micromanage their teams. This behavior stems from a fear of being exposed as incompetent and can stifle creativity and autonomy within the team.
• Inconsistent Decision-Making: Leaders who lack vision or strategy often make decisions that seem reactive, inconsistent, or arbitrary. This can confuse teams and make it difficult to align efforts with organizational goals.
• Neglecting Team Development: A failing leader is often more focused on their own advancement than on developing their team. They may fail to provide opportunities for growth or fail to recognize and reward high performers.

Coping and Thriving Under a Failing Leader

Dealing with a failing leader can be challenging, but there are strategies that can help employees navigate the situation:

• Focus on What You Can Control: While you may not be able to change your leader’s behavior, you can control your own performance. Stay committed to your work, continue developing your skills, and build relationships with peers/colleagues who can support you professionally.
• Seek Mentorship and Guidance Elsewhere: If your leader isn’t providing the guidance or support you need, seek out mentors in other parts of the organization. Building a strong network of supporters can help you thrive despite the challenges posed by ineffective leadership.
• Document Your Achievements: In the face of a leader who may not recognize your contributions, it’s important to keep track of your own successes. Documenting your achievements can help you advocate for yourself in performance reviews or when seeking new opportunities.
• Stay Positive and Professional: Even if the situation is frustrating, maintaining a positive and professional demeanor will help you protect your own reputation. Resist the temptation to engage in negative gossip or behaviors that could reflect poorly on you.
  
• Leave the Organization: Although this may not be an easy option, sometimes it may be best to seek opportunities elsewhere in an organization that has the type of leadership under which you will thrive. 

Conclusion

Understanding how and why people fail up—and learning how to navigate such leadership—is essential for both organizations and their employees. By recognizing the signs of ineffective leadership and focusing on what you can control, it's possible to not only cope but also thrive, even under less-than-ideal leadership.

Suggested Readings on the Topic

Kellerman, B. (2004). Bad leadership: What it is, how it happens, why it matters. Harvard Business School Press.

Rosenzweig, P. (2007). The halo effect. Free Press.

Scott, K. (2017). Radical candor: Be a kick-ass boss without losing your humanity. St. Martin's Press.

Sinek, S. (2014). Leaders eat last: Why some teams pull together and others don't. Penguin.