My team leader is not competent

1. “I would see this as an opportunity to advance in my career. If you are more competent than the team leader, show it without being arrogant. People will take notice and hopefully do the right thing and move you on up the ladder.”
2. “I have found that the team members all recognize this issue and the solution has been for them to bond together and push the project to success in spite of the team leader.”
3. “Make sure that you aren’t judging him as incompetent just because he made a decision you didn’t agree with.”
4. “Most of us are competent and have strengths in some areas but not others. Our team leaders are no different. Don’t be so hard on him/her.”
5. “Is their incompetence a threat to the team meeting its objectives? If so, you should talk to your team leader about your specific concerns and volunteer to help. Complaining isn’t going to make the situation any better.”
6. “See if you can build a rapport that allows you to gain their trust so you can do what you need to do without them looking over your shoulder – then do what needs to be done.”
7. “Offer to help in areas where they are weaker. It will be appreciated if the leader is a true leader, and the team will benefit.”
8. “You can’t change your team leader. You can change the way in which you interact with him/her. Perhaps providing more detailed updates on your current work assignments will help the Team Leader to better understand what’s on your plate and to more clearly set expectations. It may be a communication issue, not a competence concern.”
9. “Your role is to make the leader look competent without compromising yourself, the team or the organization. This is also a great opportunity for you to show your goods, and let your boss know what “good” looks like.”
10. “Collect your thoughts carefully about what incompetence the team leader is displaying and what actions, learning, etc. on their part should resolve the issues. Privately meet with them to discuss your concerns and seek to understand why they have made the choices they are making. You might be surprised at how often “incompetent” decisions are made because of a lack of information on their part or, more often, your lack of context for their decisions.”
11. “This happens all the time. The people who are promoted into supervision are usually the best technicians but don’t have the skills to be a good leader and aren’t given any support or training from the organization for their new role. Imagine if one day your entire job description changed and you needed an entirely different set of skills, education and experience? You probably wouldn’t be competent either. Find ways to help your leader become competent. Share articles, training classes or ideas with them.”
12. “Is there a formal manager feedback survey that validates your belief? Many HR orgs provide optional 360 assessments – perhaps you could suggest that everyone on the team, including the manager, take the 360 assessment.”
13. “Just because your team leader is not competent, does not mean you cannot do your job and do it well. Refocus your attention on doing your job to the best of your abilities.”
14. “This is seen in many teams. I feel the team needs to come together to help accomplish the team initiative and together can help each other including the team leader to be competent through sharing, collaboration and learning.”
15. “Be part of the solution. Tell your boss that you are looking for opportunities to learn and grow in the areas that he is weak.”
16. “No one said you had a “right” to a competent team leader and/or manager. They are the team leader. You and your team members need to do what you can do to fill in the gaps where the team leader is weak. Remember you are a team! The team leader is a MEMBER OF THE TEAM. You need to pull together to produce the TEAM result.”
17. “You have to respect that leaders have different skills and although you may find them not competent in one or two areas, it is the total package that usually got them into their position of leadership.”
18. “Identify the 1 or 2 critical areas where the team lead is not competent. Is there someone else on the team who is really strong in these areas? If so, suggest to the team lead that he should use that person in those areas. You might also point out that delegating those specific tasks would free up some of the team leader’s time to focus on other areas not getting time/attention.”