Here's how you can stay positive while navigating a difficult boss during a culture change.

My personal experience with difficult bosses is what drives my coaching philosophy on the topic. We must be uber self aware. What triggers us and why? Practice observing and being reflective. Second, practice empathy. What do you think is driving their perceived "difficult" behavior? Finally, and this one isn't easy, try not to take it personally. You never know the pressures/demons they're contending with that may be driving their behavior. Finally, if your boss is a jerk, it may simply be time to move on!

This is easy. Do not "navigate" your boss, involve them. There's a saying - "You want people supporting you in the rooms you're not in." This is critical with your boss. And supercritical in a culture change. Have conversations - go out for a coffee, take a walk, go to lunch, grab a drink - get them out of their day-to-day stresses to talk about the future of the organization and what *they* want. Culture is never about "me." Culture is always about "we."

Recognizing and accepting that change is inevitable can not only boost and strenghten your own resilience, but also resonate accross your entire team - including your boss. Staying positive does not necessairly mean to pretend that challenges are immaterial, but rather to be open for the opportunities they can bring in. Seeing change through the lenses of curiosity can balance out the anxiety of others, also those bosses who may be under extraordinary pressure to deliver on the outcomes. Try to see your boss as a human and sympathize with him/her.

Staying within your professional scope and image prevents lots of personal issues when they arise between colleagues, peers and even managers. As much as possible don’t get dragged into personal arguments or opinions. Stay focused on your job and objectives during this change. Change in itself puts and adds an extra load on everyone. Stay focused and move on to reach your goal. Try to give feedback , if possible and if it will be accepted and taken positively.

Foque nas pessoas que est?o do seu lado durante a mudan?a! A maioria esperará algo diferente acontecer, ou a sua lideran?a cobrar com mais afinco... Mas haverá uma minoria que compartilhará o seu propósito. Se apegue a eles e seja resiliente!!!

During change, different camps take form which will either be for or against the change. Communication is key during this time, particularly with your boss. Understanding the change helps shift into more positive mindset. Ask questions for clarity in a respectful and professional manner and state the need for information, should this support you in quickly adopting change. Unmet needs eg for answers or guidance, increase negativity. Being vulnerable and open is both supportive to yourself and your boss. Focusing on goals becomes the north star to navigating change.

We've all been there with 'difficult bosses'. Putting yourself in their shoes is sometimes worth thinking about and assuming overall good intent. If your manager is under extreme pressure this can impact behaviour (I am not condoning it, but they are human). I have led global people change programs, with challenging behaviours from those in VP positions and it is uncomfortable. Staying true to my own values is important to me, so I learn how I do not want to be perceived as a Leader myself. Secondly, the Leaders acting this way are human and these senior positions can be incredibly isolating. Ask them if they are OK. Be open and tell them you can sense frustration and ask how you can help. The response may surprise you...

Understand what you need to do before interactions to get in the right mindset, and things you might need to do after the interactions to get back to a positive baseline. Preparation and decompression can help make the time between interactions more positive.

Reflection can be the most important and power aspect of navigating difficult relationship. Generally speaking, you can classify an interaction as positive or negative --- then reflect on why it was classified as such. If you can identify specifics, try and replicate the approach of the positives, and avoid aspects of the negatives.

Is your boss actually difficult or is it you making feedback difficult to receive? Step 1 is figuring that out. Step 2 is defining difficult. Is it difficult in a positive way? In a way that forces growth and moves you to a better place? Or in a way that limits growth and moves you to a worse place? If the later, can you influence your boss in a way where you can achieve the former? If not, then you changing orgs is probably your best bet. If yes, then put in the work.