The Shift from Violence to Leadership

Poor leadership is an outdated remnant of our violent history. Just as racism stems from our biological aversion to differences, ineffective leadership reflects a legacy of power grounded in aggression.

For much of the last century, while the practice of slavery began to wane, harsh treatment of workers persisted—coercion and punishment were commonplace. Today, while physical whips are absent, many remain trapped in cycles of fear, debt, and insecurity. The workforce has often been treated as expendable resources, leading to compliance through intimidation.

Yet, a significant change is underway. Workers increasingly refuse to be mere instruments for another's profit and demand to be valued partners in progress. This transformation signifies a monumental shift in power dynamics.

Bad Bosses Lead to Worker Exodus

As we navigate the digital age, awareness is rising, and workers are becoming more discerning about their employment choices. The Great Resignation exemplifies this shift, as individuals realize that relentless labor for someone else's gain is no longer an acceptable path.

For those who choose to work towards another's goals, there is an insistence on fair compensation, dignity, and respect. The balance of power is tipping; employees are recognizing their value and the necessity of their contributions.

In the past, if one faced a poor leader at a local mill, options were limited: endure the situation, retaliate, or escape through unhealthy habits. Now, however, mobility is at an all-time high. Aside from financial constraints, individuals can explore various opportunities.

The Legacy of Violence and Its Decline

While humanity has made strides over millennia, the remnants of violent influence still linger. We've progressed from physical punishment to termination as a consequence of underperformance. Although violence continues to exist, its relevance is diminishing, giving way to a new era of positive leadership.

As awareness spreads, traditional methods of authority and coercion are losing their effectiveness. The era of disrespect, incompetence, and authoritarianism is ending, and the workforce is ready to abandon such environments in favor of better alternatives.

Organizations that cling to outdated models of leadership will struggle to survive. According to Johnny C. Taylor, Jr., President and CEO of SHRM, “There is no relationship in the workplace more powerful than the one between people managers and employees.” Companies that ignore this reality risk being left behind.

The Path Forward: Embracing Good Leadership

To thrive, organizations must prioritize ethical leadership over authoritarian control. The demand for good leadership is rising, and employees are increasingly selective about where they invest their labor.

The new era of leadership must:

• Foster respect for employees and their families.
• Emphasize communication and service to employees.
• Demonstrate integrity and positive impact in their leadership practices.

Those who fail to adapt will find their influence waning.

Final Thoughts on the Great Resignation

This period is less about a Great Resignation and more about a Great Realization—a fundamental shift in our expectations for leadership and workplace dignity.

As competition for labor intensifies, employees are more willing to leave toxic environments. Bad bosses will gradually lose their grip as good leaders gain prominence.

So, act decisively. If you find yourself under a bad boss, do not hesitate to leave and voice your experience. This natural selection process will further diminish the presence of ineffective leaders, paving the way for a future where good leadership prevails.

In the end, the extinction of the bad boss is not just a possibility—it is inevitable. The Great Resignation marks the beginning of this transformation, and as we continue to prioritize training and rewarding effective leaders, we will ultimately replace the remnants of our violent past with a culture of respect and collaboration.