Could Annie Wilkes From Stephen King's Novel Misery Pull It Off As A CEO?
Could Annie Wilkes From Misery Pull It Off as a CEO?
Stephen King’s Misery gave us one of the most unforgettable villains in literature, Annie Wilkes. But what if we swapped her obsession with Paul Sheldon for corporate spreadsheets and board meetings? Could Annie rise to the challenge as a corporate leader, or would her unique style of leadership send everyone running? Let’s rate her on the key qualities every successful CEO needs—and see if she’s fit for the corner office.
1. Communication
Score: 3/10
Annie is crystal clear when she speaks—it’s impossible to misunderstand her. That said, her communication style often involves shouting, wielding blunt objects, or delivering icy stares. While CEOs need clarity, they also need tact, and, uh, not scaring their team into submission.
Verdict: Effective? Kind of. Constructive? Not at all.
2. Building a Team
Score: 1/10
To be fair, Annie isn’t exactly a “team player.” She operates as a one-woman army. The only team she might successfully build is one that’s forced to stay against its will. Building trust and collaboration are key to leadership, and, well, we all know how she handles trust—just ask Paul Sheldon.
Verdict: Annie could build a team... but only if the company offered bunk beds and padlocks.
3. Company Vision
Score: 6/10
Here’s where Annie shines a bit. She’s fiercely passionate about her goals (hello, Misery's Return), and she’s unwavering in her commitment to what she believes in. A CEO with this level of focus could steer a company toward success—if only her vision wasn’t clouded by her erratic behavior and unhealthy obsessions.
Verdict: Vision? Check. Sanity to execute it? Not so much.
4. Leadership Skills
Score: 2/10
Leadership isn’t just about barking orders or making demands—it’s about inspiring others to follow. Annie’s tendency to micromanage (with a sledgehammer, no less) leaves little room for autonomy or creativity. Employees under her leadership would likely flee, file HR complaints, or worse.
Verdict: Annie leads, but it’s through fear. And no one thrives under that.
5. Empathy Skills
Score: 4/10
Surprisingly, Annie does have moments of empathy—when she’s not terrifying people. She genuinely cares for Paul’s health... in her own twisted way. A good CEO needs to understand and support their team, and while Annie’s capable of occasional kindness, her empathy doesn’t extend far enough to foster a positive work environment.
Verdict: Empathy isn’t just a buzzword—it’s a skill Annie uses sparingly.
6. Crisis Management
Score: 8/10
If there’s one thing Annie excels at, it’s handling high-stakes situations. She’s resourceful, quick-thinking, and shockingly effective in a crisis (like when the local sheriff gets too nosy). Unfortunately, her definition of “crisis resolution” usually involves violence, which isn’t exactly boardroom-friendly.
Verdict: She’d handle a corporate scandal—but probably with a touch of chaos.
7. Risk Taker
Score: 9/10
Annie is nothing if not bold. Whether it’s kidnapping an author or burning an unpublished manuscript, she doesn’t shy away from taking risks. CEOs need to make gutsy moves, and Annie’s courage would definitely serve her well. The problem? She rarely calculates the consequences of her actions.
Verdict: A fearless risk-taker, but her judgment leaves a lot to be desired.
Overall Performance: 4.7/10
Annie Wilkes might have the passion and grit of a leader, but her erratic behaviour, lack of empathy, and questionable decision-making would make her an absolute nightmare in the corporate world
Overall Performance: 4.7/10
Annie Wilkes might have the passion and grit of a leader, but her erratic behaviour, lack of empathy, and questionable decision-making would make her an absolute nightmare in the corporate world. While she’d probably excel in moments of crisis, her leadership style is more “dictator” than “CEO.”
Would She Succeed?
In short, nope. Annie Wilkes could run a company into the ground faster than you could say, “cockadoodie.” Sure, she has moments of brilliance, but without the ability to work with a team, communicate effectively, or foster trust, she’d alienate her employees—and scare off investors.