A Director that is disconnected from reality, impossible expectations and questionable moral (and even morale) techniques to "motivate" employees.
The same leader mentioned often brags that their lack of empathy is their best quality when providing leadership to their team. Talk about missing an opportunity to foster trust in your team, how can you count on someone who doesn't empathize with you?
Also, you can count on your metrics to vary with the leader's mood (or antipathy towards you) to levels that are either unattainable or unrealistic due to the "moving target" nature of the things still to be done. Objective results are often viewed through a subjective lens, which makes confidence in your abilities falter badly.
As much as this saddens me to say, there was also a fair amount of "Gaslighting" committed by this leader, further eroding any confidence or trust in this leader. When this was brought up to HR - it was either quickly squashed, or ignored as hearsay since other team members were apprehensive to corroborate in fear for their future with the company.
Unfortunately, all you have to do is look at the department's turn-over over the course of the last 18 months, and you will see a pattern of this. During my short tenure there, we were a team of 8 employee's including myself under this individual. Now only 2 employee's remain from the original team - after a 14 month period, this honestly should be a red flag to any executive leadership team.
I can honestly say that after this experience, I gave up on Knowledge Management for a career path. If you are looking at getting into Knowledge Management and this company comes up - give it a hard pass, it looks great at first, but the cracks in the veneer start showing rather quickly (and alarmingly) once you get a better look at things.
