'My manager- I ' is just another relation one needs to nurture and build. Refer HBR classic "Managing Your Boss" for more details.
Every sustainable relation between 2 partners is a means that helps both partners meet more needs than those they'd meet if they were alone. One has to help one’s manager succeed and manager has to help her /his directs succeed; success can mean different things to different persons, usually it involves achieving a combination of emotional, personal, financial, social needs. If manager helps directs succeed, then directs do not mind giving manager what s/he wants; that means directs would make some choices that they would not normally make.
Here is a pertinent quote - “Two things to help keep one's job. First, let the boss think he's having his own way. Second, let him have it.” - Sam Ewing
If one is left with only those two choices mentioned by Sam Ewing, then I recommend one to have a discussion with one’s manager to understand each other’s expectations. Usually, I expect action- ' the need to change' lies on both sides to ensure relationship improves. If things don't improve and it's still tough to continue the relation, then I recommend suspending the relation over medium term.
Another quote “Insecure managers create complexity.” - Jack Welch. This statement applies to everyone, managers are just a subset; Insecure persons make things complex. Or putting it in another way- "things appear complex as long as one does not understand, one does not understand things as they are not qualified and (including not making enough effort to understand) continue to do social-loafing.” If boss is insecure, then what should directs do?
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3 comments:
It is a good article on the direct report's perspective. One of my friends used to tell me this statement often which cemented my idea of what "I - my manager" relationship is - "Manager can be a good mentor, but essentially he is a performance reviewer. But one should consider them as 2 separate roles in the industry and just report on the performance/what I can offer parts. If the manager also is a good mentor and can be taken as a role model, it is a boon but might not happen all the times.
Bosses who want their way, usually are power hoggers with performance reviews and control in mind, the only way to broker the deal to improve relationship is having a candid conversation with Purpose Action and Results principles.
Good writing, I will forward it to my friends.
Nice article. every time one listens to Naren there is something exceptionally new and fascinating to learn. I guess I am not going to miss Seattle GYAN sessions any more..
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