What Does It Mean To Be The Head?

It has been 2 weeks since my HOD resigned. Yet it doesn’t seem to have any much difference coz he is not around most of the time anyway. I am not clear of as to his reasons for resigning, but after much thought, I feel that it is best that he moves on.

This is not a very conducive place for him to remain, as the culture does not fit him. In fact, I suppose that part of the reason for him not wanting to stay on could be because his style goes against the grain of the culture in this company. It is difficult for him and for those around (especially the more senior staff) when he comes in trying to change the culture.

Most people working here prefer things to be status-quo. It is ‘bad’ enough that he does things in a way that makes him stand out, but it only gets worse when his ways cross onto the path of others and affects them. This has resulted in him becoming rather infamous in the company.

It is difficult for a leader to lead and command the respect of his subordinates when he is not exactly in harmony with those in other departments. When this happens, his subordinates would start noticing internal strife happening between departments… and worse still, when it becomes a conflict between HOD to HOD.

This makes it difficult for him to work in a place where he’s not very well-liked. If he is not even well-liked (as a fellow colleague), how much more difficult would it be for him to be respected and obeyed as a HOD?

When colleagues don’t like him and sometimes gossips circulate among the staff, it becomes tough to build trust and work with people. To make things worse, he still exerts his authority as a HOD after his resignation! Yes, it is true that he is still the HOD until he officially leaves the company after serving his notice period, all which had happened (including the confusion) has already shaken the team.

If he still intends to lead the team until his last day, then he has to prove himself worthy of respect and hopefully leave with a good name (at least whatever that’s left of it). This way, he doesn’t become the enemy of everyone and leave with a black mark on the ‘books’ of others. After all, Singapore is a small country. We never know if we would run into each other in another company in future.

But apparently this isn’t so. In these past 2 weeks, he has still be keeping up his reprimanding, even over trivial matters such as subordinates who go to the toilet for a long time (which is not true) or when subordinates go downstairs to buy some food because he is hungry… which only goes to show how quickly he can jump into his own conclusions. Or maybe he’s acting this way because he’s feeling insecure; left holding only to a job title that says HOD. Does he really think that his subordinates will respect him because of his job title? I seriously hope he considers that. Will barking at them over trivial matters improve the working relationship with the team?

I mean, seriously… this is the adult working world… where there are ALL KINDS of people, both younger and older than him. Does he think that this is the military that people are required to bow down to his every word? We are all working to earn a living for ourselves and our family. Why make it so difficult for everyone?

In this adult working world, issues are settled as adults… and in a professional manner. What’s more, with the rebellious younger generation that is coming into the workforce, does he really think that everyone will listen and agree to his every word and scolding? What power does he hold when colleagues do not like and respect him? If the whole team were to resign together one day, how will he cope? How does it look on his career track record?

Even if he is hungry for power, he has to learn how to manage it. Power doesn’t come just because of a job title. And this is the adult working world which means that the HOD has to learn how to work WITH people. Not just being able to build strong rapport with external parties, but it is also important to build rapport… or at least the bare minimum of trust, respect and confidence with his team!

Why does he say that he is resigning because he doesn’t have the support of his team? Precisely! He hasn’t built up this confidence, understanding and support! Or at least he hasn’t built it well enough. Doesn’t he know that each time a new staff joins the team, the dynamics will be re-adjusted? How can he blame others for not supporting him? How do we support and lift up a HOD that is nice to external parties but sharp and critical about his own subordinates?

Does he make the workplace a happy one? No! Whenever he walks into the office, the tension level jumps! In case he does not realize, he is not the school principal and we are not the primary school students. The tension level leaps because he is not very welcomed! Why? Probably because his presence puts unhealthy stress into others or others are not supportive of his style of leadership.

It is naïve to think that others will be afraid of him, just because he is the HOD. If there is anything to be afraid about, he should be more worried than us, because so many colleagues do not like him! And one thing that I learnt – Just because he is a HOD, does not give him the liberty to demand and quarrel with other HODs! What’s more, he has only been here for slightly more than a year! On the contrary, being new, it is even more important to work well with other HODs!

Seriously, what does it say about him, when more than half of the company is talking bad and/or are unhappy about him? A general cannot fight and win a war when his own soldiers are at war with him! This war does not necessarily have to be an ‘open’ war. Subordinates’ being at war with the general inside their hearts is already a bad start. And he doesn’t seem to do much to IMPROVE that, except continuing to exert his authority for all to see.

And now when others have chose to report straight to the Executive Director (ED), he still has the cheek to say, “I am still the Head…” and continue sending several SMS and typing his long grudging and complaining e-mails to reprimand his subordinates. And he still can challenge me saying that if I want to bypass him and report straight to ED, he can talk to ED tomorrow.

Is that supposed to be a challenge or threat? Even if I choose to make the decision to report directly to ED, what difference does that make? He has already tendered his resignation, done his handover to ED and (hopefully) going to leave the company in a matter of time! It is sooner or later that I report to ED anyway.

How do his subordinates feel when he says or sends messages like, “Who gave you permission to…?” Why so aggressive? Why the need to be? You can always ask WITH respect. Then your subordinates will respect you. If he goes on blaring and scolding, who in the right mind will have the happiest heart to listen, without being defensive? Isn’t this simple interpersonal relations logic?

Again, this is not the military! And even if he wants to vent out at a subordinate and who knows plot to get rid of him/her, at least he has to have his backing, isn’t it? There he is, with so many people not in favor of him… and he is still yelling at us? Even if it was so that his subordinates did make a mistake, how does yelling work? Put fear? Nonsense! It would only cause his subordinates to want to avoid any unnecessary interaction with him! How is he going to work together in a team, when at least half the department is trying to AVOID him?

And if all the above proves irrelevant, what kind of example is he setting by behaving intimately with another HOD which he fancies? Yes, both of them did eventually end up in a relationship together, but how does that make things much better? No! Instead, this silent ‘thorn in the flesh’ has resulted in both department subordinates feeling uncomfortable about their HOD.

When I saw how the other department colleagues pouring out their resentments to our ED, I knew that both HODs have gotten themselves into trouble. Now both departments are affected. And seriously, do you really think that work will not be affected? Especially when both HODs are always seen coming into office and leaving office together?

How about when both of them are sheepishly giggling inside one of their work cubicle? How do both department colleagues feel? Everyone wants to avoid them and leave them to be in their own world. Even on days when I work late, I always want to quickly pack up and go home… to avoid seeing or hearing anything that is best not to be seen or heard.

Over the past few months, I have learnt and seen so much. It’s shocking, coming to think about it. It is truly an experience… with more happenings to come, I foresee…