The Leader Mindset #11

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Empowered… or Abandoned? The Deception of the Laissez-Faire Leader

This might ruffle some feathers, but not all autonomy is empowering.

Let me explain this through a real situation I encountered in my career (names and details changed, of course).

You’re new to a team, and your manager, Alex, seems ideal. They're positive, upbeat, and clearly want to give you space. In an early one-on-one meeting, Alex says with enthusiasm, “I trust you to take the lead on this project. You’ve got full ownership.”

WOW! No micromanaging. No hovering. It feels like you hit the leadership jackpot.

But just a few weeks later, things start feeling off.

You’re leading a major project and need input on the budget. You send emails, follow up again, and finally flag Alex down in a meeting. Their response? “You’ve got this. Just make it work.”

Then another department you rely on starts missing deadlines, throwing off the timeline. You ask Alex for advice. “You’ll figure it out,” they say, quickly moving on to the next meeting.

Deadlines are approaching. Decisions are backing up. When Alex finally reappears, it’s too late—the project is seriously off track.

When things fall apart, Alex blames the team. Unsurprisingly, when a small win comes through, they’re the one presenting it to senior leadership.

That’s when it clicks: this isn’t empowerment. It’s abandonment!

Not All Bad Bosses Hover

When we think of poor leadership, we often picture the micromanager. The one who controls every move and strips away ownership.

But there’s another kind of leader who’s just as damaging. The one who gives you the keys, walks away, and calls it “trust.”

At first, this hands-off approach feels empowering. You get space. You feel ownership. Unfortunately, you don’t have the support you need. Decisions stall. Priorities shift. You second-guess yourself. Sadly, when you need your leader most, they’re nowhere to be found.

This isn’t leadership. It’s the hallmark of a Laissez-Faire Leader!

How to Spot a Laissez-Faire Leader

Here are the telltale signs your “empowering” boss might be a laissez-faire leader:

They Avoid Conflict

When team tension brews, they pretend it’s not happening. They won’t mediate, give feedback, or take a stand. They wish it away but take no action.

They Dodge Decisions

They delay making key calls and keep things vague, so they won’t be held accountable if things don’t work out.

They Question Your Competence

Ask for support or guidance, and they turn it on you: “Isn’t this why we hired you?” They sidestep their role by questioning your ability, leaving you second-guessing yourself.

They Don’t Follow Through

They say they’ll review your plan or send feedback soon, but “soon” never comes. Following through would require them to decide.

They Don’t Know What YOU Do

If they couldn’t explain your top priorities or recent accomplishments, they’re not leading. Their lack of connection to your work makes them incapable of providing support, feedback, or guidance.

They Shift Blame and Hog Credit

If something goes wrong, it’s on you. But when it goes well, they make sure they’re in the spotlight.

They Follow the Loudest Voice

Without a clear strategy, understanding of the issues, or overarching conviction, they latch onto whoever’s talking loudest or the last in the room, leaving the team spinning from one idea to the next.

How to Navigate the Situation

If this sounds familiar, you’re not powerless. Here are five practical ways to protect yourself and find your footing when working for a laissez-faire boss:

Ask for Clarity

If direction is missing, take the lead. Ask specific questions about priorities, deadlines, and expectations. Don’t wait for clarity—create it.

Build a Support Network

If your boss isn’t showing up, lean on colleagues, mentors, or others who can offer feedback and perspective when you need it.

Address It Directly

If it feels safe, speak up. Say something like, “I really appreciate the autonomy, but I could use more support or feedback on X to help the project succeed.”

Document Your Work

Keep a record of your contributions, conversations, and decisions. It’s not about paranoia—it’s about protecting yourself when accountability gets blurry.

Know When to Move On

Some leaders won’t change. If their indifference is affecting your performance or well-being, it may be time to find a leader who will actually lead.

The Illusion of Empowerment Only Lasts So Long

At first, laissez-faire leadership feels like freedom. You’re trusted. You’re left alone. You think this is what leadership should be.

The illusion might feel good for a while. But if your leader is disengaged, you’ll eventually feel the weight of their absence. You’ll carry the stress, the responsibility, and the risk—alone.

Have you ever experienced a boss who confused autonomy with indifference?

What helped you move forward—or move on?

Reply and share your story. Also, consider forwarding this to someone who might be feeling the same thing but doesn’t know what to do.

Free Resouces

Here is a free checklist to determine if you are working for a Laissez-Faire Leader.

Andy Noon, PhD

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Thanks for reading and look forward to seeing you again next week.

Andy