Dear Bob ...I was surprised that you even bothered to comment on that letter ("How to deal with a really bad CEO," Advice Line, 8/8/2007) for advice.People want to play close to the heartbeat but can't stand the thumping sound - get over it. Things sometimes get harsh and, well, disagreeable when you're in that zone. Someone throws chairs, another threatens "Your job is gone before mine!"CEOs are not in that pos Dear Bob …I was surprised that you even bothered to comment on that letter (“How to deal with a really bad CEO,” Advice Line, 8/8/2007) for advice.People want to play close to the heartbeat but can’t stand the thumping sound – get over it. Things sometimes get harsh and, well, disagreeable when you’re in that zone. Someone throws chairs, another threatens “Your job is gone before mine!” CEOs are not in that position to be nice, nor are they there to be cruel, they are there to do a job, produce results, perform. If they don’t, they’re gone. I agree with you, if you can’t take it, leave. But my guess is people who have the self esteem and the assertiveness necessary (not aggression) can both work with this guy and get him to back off a tad – but it is FIRSTLY the person’s responsibility, not the CEO’s. Thanks for the listen… and yes …– I am a CEO.Dear CEO … If you’re a CEO and you defend your peers who throw chairs, I think you need to learn more about your responsibilities as a leader. Your job is to get results. If you think you can achieve better results by bullying the people who work for you, you’re getting only a fraction of the results possible.It’s like this: If the people who work for you are afraid of you, they’ll tell you what they think you want to hear, not what you need to hear. That makes you worse than ignorant – it makes you misinformed. Leaders who are misinformed make bad decisions for reasons that I trust don’t require additional information.As a leader, the definition of your job is to produce results through the efforts of those who work for you. Leaders who yell, throw things, and intimidate end up having second-raters working for them, because first-rate employees have no reason to put up with that sort of treatment. They don’t have to. And the second-raters who are left aren’t going to deliver first-rate results.Probably, that’s going to make the sort of CEO you describe throw another chair.– Bob Powered by ScribeFire. Technology Industry