Is Your Boss Bad… or Just Imperfect? How to Work with Flawed Leaders

A few months ago, I was at a restaurant with great food, but the service? Well, it wasn’t bad, but it was… imperfect. The wait staff was ok. They were not rude or disrespectful, but they were not as good as they could have been. While we have plenty of examples of truly bad bosses in movies and TV, such as Gordon Gekko (Wall Street), Miranda Priestly (The Devil Wears Prada), and Mr. Burns (The Simpsons), most bosses are not like that. Most are just not as good as they could be. 

A bad boss is consistently destructive in how they lead (or do not lead). For example, they can be verbally demeaning, threatening, deceptive, or narcissistic in their leadership. They may often use intimidation to get what they want or regularly make promises that they fail to keep. They also may consistently place their interests above those of others.

However, more often than not, the average boss is just imperfect. They do some things well and other things not as well. They are people who sometimes make mistakes and fall short of the expectations both they and others have of them.

Since perfect bosses are in short supply, we would be wise to adjust our expectations to better align with reality. However, this does not excuse imperfect leaders from seeking to improve or employees from providing feedback to a leader who is dropping the ball too often. Here are suggestions for both the imperfect leader and those who serve with them on how to best work together.

If you are an imperfect leader, consider…

1. Seeking feedback.

Just like it is impossible to improve your physical health without first knowing your baseline, leaders cannot grow without understanding their limitations and blind spots. And we often need an outside perspective to uncover those blind spots for us. Growth begins when imperfect leaders seek honest input from others who can see them differently. And, if you want truly honest feedback, make it anonymous.

2. Acknowledging imperfections.

I was once meeting with a sharp group of leaders who were very open with one another. We were discussing a specific topic when a senior-level leader said, “I am not convinced that we are as good at this as we think we are.” He was not afraid to acknowledge his own imperfections on the topic and the imperfections of the team as a whole. While hearing about our shortcomings is seldom a pleasant experience, it’s even worse to find out that others are talking about them.

3. Being humble.

After losing the 2025 Super Bowl, I was impressed to hear this humble statement from Kansas City Chiefs quarterback Patrick Mahomes. His honest and modest acknowledgement was summed up in these brief words:

“I didn’t think I played to my standard just with especially the struggles that I had earlier in the season. There’s things I have to get better at and they kind of showed today on the biggest stage.” 

Showing genuine humility by admitting a mistake or apologizing can go far in rebuilding credibility and having people want to follow us.

4. Putting yourself in the seat of your team members.

The last time I was waiting to check out at the Home Depot garden center, the employee at the register was having a problem with someone’s credit card as the line kept getting longer. I was getting a bit annoyed (I am a trophy winner when it comes to not being patient), but then I asked myself, “What is it like to do her job?” Impatient customers. Busy Saturday crowd. Technology not behaving. We would do well to put ourselves in the seat of our team members. It can help to put things in a better perspective.

For leaders, growth begins with insight and acknowledgment. Imperfection is the norm, not the exception. But ‘imperfect’ can sometimes move towards ‘bad leadership’ when we don’t confront reality or seek input from others in order to keep growing.

If you work for an imperfect leader, consider…

1. Looking at yourself, not just your boss.

Shortcomings and blind spots are not just limited to bosses. In the Bible, Jesus asked why we look at a piece of sawdust in another’s eye but fail to see the log in our own. This is a metaphor to remind us that every time we are about to critique someone else, we should do a self-examination as well.

2. Being realistic.

From homes, to cars, to relationships, to jobs, we often have a spirit of discontentment simmering under the surface. We believe that there is something much better “out there.” Yet, when changing jobs because of an imperfect boss, it often does not take long to realize that you went from one flawed boss to another. So, be realistic. The search for perfection can be elusive. While there can be a better boss out there, I can assure you that even they will have their own shortcomings and quirks.

3. Showing some grace.

One of the definitions of “gracious” is having a generous spirit, one that shows understanding and grants forgiveness. Regarding your imperfect boss, this means being mindful that they are human, just like you, with their own challenges and pressures both personally and in their role as a leader in the organization. In short, it’s a good thing to cut them some slack by showing them some grace.

4. Putting yourself in the seat of your leader.

Yes, you have already heard this one. But putting yourself in the seat of others works both ways – for bosses and for employees. Employees can easily forget the risks, financial pressures, and decision-making overload that many leaders have to carry. They don’t need you to feel sorry for them, after all, it’s their job. But it is helpful to remember what their life is like with the multitude of responsibilities they have, including expectations from board members or shareholders and the constant realization that if something goes sideways, they will carry the bulk of the responsibility for it.

The advice in this blog is especially related to imperfect leaders, but there are times when a leader is just plain bad and broken. When you are working for one of these leaders, it is wise to get advice from others who can help you think through whether it is worth learning to deal with them or if it is time to move on from them.

If you are an imperfect leader who desires to grow, contact us to learn about our assessment tools that can help identify your blind spots.

Jay Desko is the President & CEO of The Center Consulting Group and brings experience in the areas of organizational assessment, leadership coaching, decision-making, and strategic questioning. Jay’s degrees include an M.Ed. in Instructional Systems Design from Pennsylvania State University and a Ph.D. in Organizational Behavior and Leadership from The Union Institute.