沒肩膀的主管 (升得快不是能力，是因為太鼓溜了。)
我覺得大家都有碰過這種主管: 情勢好，他義不容辭往前站； 出事了，他瞬間消失。
開會的時候永遠在講「我決定」、「我主導」、「我帶領」。
等到事情搞砸了，就變成「團隊執行力有落差。」
他不帶團隊，他只帶著自己。
不解決問題，他解釋問題。
最愛的三個字是「整合」、「主導」、「協調」， 但實際上不知道整合是什麼、沒協調過，也從沒真的負責過。
這種人不背鍋，他只會把鍋蓋在你背上。
不扛責任，只扛彩虹屁。
他不是真的領導，他是會議裡那個拿著筆假裝在記筆記的燈光氣氛組。
更可怕的是，他們活得都很好。
因為公司最喜歡的，不是扛得住的人， 而是看起來「管理得很有風範」的人。
果然「叫小賀」很重要。
真正的領導有肩膀， 會在出事時說：「這是我的責任。」
沒肩膀的主管只會說：「我會好好檢討團隊的。」
這些人升得快不是能力， 是因為他們就像浮游生物一樣太輕， 重力抓不住他們。
The Shoulder-less Manager (a.k.a. “Leadership without backbone.”)
It mush has happened to all of us: the manager who takes credit when things go well and vanishes the moment something burns.
They start every sentence with “I decided…” and end every failure with “The team could’ve done better.”
They love “visibility,” but only when the light’s flattering.
They attend every meeting, speak in safe buzzwords “alignment, synergy, ownership”, and somehow manage to sound important while saying absolutely nothing.
They don’t carry weight; they carry the result of your hard work.
They don’t take bullets; they redirect them – downward of course.
And here’s the painful truth: they survive.
Because companies often reward the illusion of leadership more than the cost of responsibility.
Real leadership means having shoulders.
It means you don’t hide behind your team when things go wrong, and you don’t climb up by stepping on them when things go right.
It means if you hire a junior person for the job they can’t quite catch up, you should try to mentor the person first before throwing him under the bus and blaming HR.
But shoulder-less managers?
They float.
Too light to carry weight, too slippery to catch blame.
They rise fast because gravity doesn’t affect people with no spine.