Leadership development programs often raise the question of how to be a good leader when your own manager sets a bad example. When your manager fails to make work meaningful for you, it becomes challenging to do the same for your team. While most Americans report satisfaction with their bosses, some find themselves with managers who lack the necessary skills or motivation.
Middle managers, in particular, face the dilemma of delivering results and motivating their teams under the supervision of ineffective superiors. It’s essential to remember that bad behavior doesn’t make someone a bad person; often, managers lack the necessary leadership training. Approaching such behavior with empathy and curiosity can lead to productive conversations and long-term change.
To influence an ineffective boss, it’s crucial to understand their priorities and goals. By aligning your ideas with what matters most to them, you can increase the chances of them supporting your initiatives. If your boss doesn’t communicate priorities clearly, asking open-ended questions can help clarify expectations and facilitate better understanding.
The Soar model, based on research from the Program on Negotiation at Harvard Law School, offers a structured approach to managing and gaining your boss’s support for change. By focusing on shared goals, presenting opportunities, seeking alignment, and defining results, you can effectively engage an unresponsive manager.
Dealing with a boss who constantly introduces new ideas and exhibits micromanagement tendencies can be challenging. By emphasizing shared goals, highlighting opportunities, seeking alignment, and defining results, you can navigate such situations effectively. Documenting plans, providing proactive updates, and showcasing results can build credibility and influence with your boss.
Managing a team under an ineffective boss can be demanding but also an opportunity for growth. Developing the ability to thrive in imperfect circumstances can make you a stronger and more influential leader. As leadership coach Whitney Johnson points out, “Disruptive leaders create disruptive leaders.” Embracing challenges and learning to excel under difficult conditions can prepare you for senior roles in the future.