Why Having an Ineffective Manager Can Make You a Better Leader
The Hidden Benefit of a Terrible Boss
No one wants to work under a bad manager. They make projects miserable, limit career growth, and leave you questioning your worth. But what if having an ineffective leader is actually one of the best things that can happen to you?
A bad manager shows you exactly what not to do. Witnessing poor leadership firsthand—whether it’s neglecting team development, leading through fear, or failing to provide clear direction—gives you an invaluable blueprint of mistakes to avoid when you become a leader.
Instead of letting their failures define your experience, use them as fuel to become the leader you wish you had.
How Bad Managers Fail Their Teams
Terrible managers come in many forms. Some are self-serving, focused only on their own career growth. Others are disengaged, avoiding tough conversations and failing to support their teams.
Some lack the experience or expertise to lead effectively, while others create toxic environments by micromanaging, taking credit, or pushing burnout culture.
The worst part? Bad managers often continue to climb the ranks, despite their failures. But their success doesn’t mean their methods are worth replicating. It means they’re playing a different game—one focused on survival, not on building great teams.
The table below highlights common bad manager behaviors, how they negatively impact teams, and the better leadership alternatives that foster loyalty, growth, and long-term success.
| Bad Manager Behavior | How It Impacts the Team | Better Leadership Alternative |
|---|---|---|
| Prioritizes their own career over their team’s success | Designers feel undervalued, unseen, and unsupported in their growth. | Advocate for your team—push for raises, visibility, and new opportunities for your designers. |
| Does not create clear career paths | Employees feel stagnant and may leave for better opportunities. | Actively mentor and create growth plans to help your team advance in their careers. |
| Leads with fear or control | Designers avoid risks, stay quiet, and do the bare minimum to avoid conflict. | Lead with trust and collaboration—make your team feel safe to share ideas and experiment. |
| Fails to provide useful feedback | Designers feel lost, confused, or frustrated with vague or contradictory direction. | Give constructive, specific feedback that helps designers improve and grow. |
| Takes credit for their team’s work | Team morale plummets, and designers feel invisible and unappreciated. | Recognize contributions openly—credit your team for their ideas and successes. |
| Focuses only on satisfying leadership, not investing in the team | Employees feel like they’re just cogs in a machine rather than valued members of the organization. | Balance leadership expectations with team advocacy—push for what your team needs while managing up. |
| Ignores work-life balance and glorifies overwork | Burnout increases, productivity drops, and resentment builds. | Respect boundaries and workload—model balance and encourage time off. |
| Fails to back up their team when facing challenges | Employees feel isolated, unprotected, and unsupported in difficult situations. | Be a shield for your team—step in, advocate, and ensure they’re set up for success. |
How to Turn a Bad Experience Into a Leadership Advantage
If you’ve worked under a bad manager, you already know what not to do. The challenge is turning that frustration into something positive.
Ask yourself:
What did I need from my manager that I never got? Make sure your own team never experiences that same neglect.
How did my bad manager make me feel? Frustrated? Overlooked? Replaceable? Do the opposite—make your designers feel valued, heard, and invested in.
Where did my boss focus their energy? If they were too busy chasing promotions or playing politics, shift your focus to building a strong, loyal, and talented team.
Ineffective Managers Will Always Exist—But You Can Be Different
It’s frustrating to watch bad managers fail upward, collecting promotions and raises while their teams struggle. But here’s the reality: Ineffective leaders may continue to climb, but they don’t inspire, mentor, or create lasting impact.
The best leaders don’t rise because they’re focused on themselves—they grow because they invest in others. They cultivate talent, build trust, and create an environment where people want to stay, learn, and thrive.
Why Investing in Your Team Matters
When you become a manager, your job isn’t just about delivering great work—it’s about growing great people. Investing in your team means:
Creating career paths, not just job descriptions.
Giving meaningful feedback, not vague direction.
Advocating for raises, promotions, and visibility for your designers.
Building a culture of trust, support, and creative freedom.
These are the things bad managers fail to do. This is where you can be different.
Final Thoughts: Leadership Is a Choice
A bad manager can make you bitter—or they can make you better. Their failures can teach you how to lead with empathy, build trust, and create opportunities for others.
At the end of the day, success isn’t just about climbing the ranks. It’s about the team you build, the careers you help shape, and the designers who remember you as the person who made a difference.
You may have had a terrible boss—but that doesn’t mean you have to be one.