LEADERS THAT PLAY THE OSTRICH
Playing the ostrich, or Ostrich Leadership, is a leadership style where a person in a position of authority chooses to ignore or actively avoid a problem, hoping it will disappear on its own. The term is derived from the popular, though false, myth that ostriches bury their heads in the sand to avoid danger. In a business or organizational context, this type of leader pretends not to see issues like declining performance, internal conflict, or emerging market threats.
What Leads to Ostrich Leadership?
This behavior doesn’t happen in a vacuum. Several factors contribute to a leader adopting this passive and often destructive approach:
- Fear of Conflict: Many leaders are conflict-averse. They worry that addressing a problem will lead to uncomfortable confrontations, emotional outbursts, or a negative atmosphere.
- Lack of Confidence: A leader may not feel equipped to handle a particular problem. They might lack the necessary skills, knowledge, or experience to find a solution, so they opt for avoidance instead.
- Cognitive Dissonance: The leader might be so invested in a certain outcome or strategy that they refuse to acknowledge evidence suggesting it’s failing. They ignore the data to protect their ego or their original idea.
- Overwhelm: Leaders often juggle numerous responsibilities. When faced with too many issues, they may choose to tackle only the most urgent ones, pushing less immediate (but still critical) problems to the side.
How to Detect and Prevent It
Ostrich leadership can be subtle but has clear warning signs.
Detection
- Stagnant Performance: Problems that are repeatedly ignored tend to get worse. You might notice a consistent drop in team morale, project delays, or a lack of innovation.
- Lack of Clear Communication: The leader avoids discussions about specific, problematic topics. They might change the subject, defer the conversation, or give vague, non-committal answers.
- Blaming Others: When the ignored problem finally boils over, an ostrich leader will often deflect blame and hold others accountable, refusing to take responsibility for their inaction.
Prevention
- Foster a Culture of Candor: Encourage open and honest communication at all levels. Create a safe environment where employees feel comfortable raising issues without fear of reprisal.
- Develop Leadership Skills: Provide training for leaders in conflict resolution, emotional intelligence, and problem-solving. This gives them the tools they need to face difficult situations head-on.
- Implement Accountability Systems: Use clear metrics and regular check-ins to ensure that problems are not being ignored. When leaders know they will be held accountable, they are less likely to avoid tough issues.
Upsides and Downsides
While it might seem that there are no benefits to this style, there’s a reason why some leaders fall into this trap.
Upsides (Perceived)
- Temporary Peace: For a short time, avoiding a problem can create a sense of calm and prevent immediate conflict. This is often a false peace, but it can provide a temporary reprieve from stress.
- Time for Self-Correction: On very rare occasions, a minor problem might resolve itself without intervention. The ostrich leader might believe this is always a possibility.
Downsides
- Erosion of Trust: When employees see a leader consistently ignoring problems, they lose respect and trust. They will feel unsupported, undervalued, and less likely to bring future issues to the leader.
- Worsening Problems: A small issue, if left unattended, almost always grows into a much larger, more difficult-to-solve crisis. What was once a manageable disagreement could become a major team split.
- Missed Opportunities: Ignoring problems means ignoring opportunities for growth, learning, and innovation. The organization becomes reactive rather than proactive.
- Increased Stress: The anxiety of a known, yet unaddressed, problem can create a toxic environment for everyone involved, including the ostrich leader themselves. This chronic stress can lead to burnout and poor decision-making when a crisis finally hits.
Talk to me in the comment section, are there any of your leaders in your organisation playing the Ostrich?
Do you think any of the solutions provided will deal with the problem? If so, let us know which one(s).
