Professional Development
Tips on Leading a Weak Boss
Normally, we look up to those in senior management and view them as role models for us to emulate. However, there are times when we encounter bosses that do not live up to our expectations and are, in fact, very poor managers. The Peter Principle – people rise to their level of incompetence – is still alive and well in the corporate world. Too often, promotions are based on one’s ability in the job they are moving out of, not the job they are moving in to. So, if you’re stuck dealing with a weak or incompetent boss, here are some tips on how to lead your boss and move the organization forward.
BOSS’ BEHAVIOUR |
YOUR RESPONSE |
Disorganized |
Set up regular meeting times to review key goals, priorities, and projects |
Indecisive |
When possible, offer some options and suggest the best route to follow; then take action. Sometimes, asking for forgiveness is easier than getting permission. You must be the judge on when this is appropriate. |
Micro-management |
Ensure your role and responsibilities are agreed to. A good way to start is with an up to date job description. If you don’t have one, suggest that you can develop one. The micro-manager usually loves job descriptions. Remember too that the biggest single source of your personal credibility is meeting your commitments. Make sure you do what you say you’re going to do, and never over-promise and under-deliver |
Overly sensitive |
Sandwich difficult discussions with lots of positive feedback. Look for ways to build on his or her strengths |
Abusive |
Don’t enable bullying by being a victim. Stand your ground, gently push back or find a new boss |
Moody |
Bide and pick your times for meetings, communications, and influencing decisions |
Poor communicator |
Don’t wait to get what you need. Initiate the conversations or exchanges you need |
E-mail flamer |
Never respond in kind. Have a conversation to avoid misunderstandings and escalating emotions. You may need to follow up with an email documenting what you discussed. |
Adapted from the Human Resources Professionals Association website and based on an article by management consultant, Jim Clemmer
