What do you do if your boss's power dynamics are affecting your positive working relationship?

One time at work, I realized how my boss’s micromanagement was impacting my creativity. I started keeping a log of instances when this occurred and how it affected my output. This record helped me understand the scope of the issue clearly, enabling me to address it effectively with specific examples.

In my experience, addressing power dynamics starts with open dialogue. I once asked my boss for a private meeting where I respectfully shared how certain decisions affected my work. This conversation opened the door to better mutual understanding and adjustments in our interaction style.

Suppose despite an open dialogue and giving feedback through a situation-behaviour-impact angle you still feel that the issue keeps coming back. In that case, I recommend using Global DISC to go deeper into the situation. Using such a tool doesn't only show you the behavioural preferences and the surface-level aspects, but also the 'why' behind them, so it can greatly help you and your boss understand better what keeps going wrong in this situation and help you find more common ground. If you both take the assessment, you can also ask for a comparison report between your profiles: that helps pinpoint the biggest gaps and through that come to a solution more easily.

At a previous job, I had to set clear boundaries with a boss who would often call during weekends. I politely but firmly outlined acceptable times for work-related communications. This not only helped manage our relationship but also reinforced my personal space and work-life balance.

?Macht“ ist immer nur geliehen. Politiker werden gew?hlt, Vorgesetzte werden ernannt. Wenn ich als Vorgesetzter ?Macht“ über mein Team habe, gehe ich nicht nur sorgsam damit um, sondern reflektiere auch, warum mir diese ?Macht“ – oder besser: Verantwortung – übertragen wurde. Wenn mein Chef seine ?Macht“ nicht konstruktiv und motivierend einsetzt, wird er seiner Verantwortung nicht gerecht. Dies festzustellen, beruhigt mich schon einmal. Ich versuche zu ergründen, welche Gründe es für das Verhalten meines Chefs gibt. Und dann versuche ich ihm zu ?helfen“ und biete ihm an, dass er bessere Leistungen und eine bessere Arbeitsatmosph?re von mir bzw. uns erwarten darf, wenn er uns st?rker f?rdert und wertsch?tzt, statt uns nur klein zu halten.

It's disheartening that we still adhere to a hierarchical work culture reminiscent of British norms, where recognition and advancement are often tied solely to years of service. In such environments, power dynamics often favor bosses, which can be challenging to navigate. However, maintaining self-respect, I advocate for open dialogue with managers to address concerns respectfully. Should initial attempts falter, seeking guidance from senior colleagues fosters collaborative problem-solving. While acknowledging the need for patience and occasional deference to authority, it's crucial to remain mindful of the broader organizational goals, steering efforts toward collective success.

??Empoderamiento Inteligente: Empieza por empoderarte con conocimiento. Investiga sobre tácticas de negociación y gestión de conflictos. ??Dialogo Directo, pero Diplomático: Inicia una conversación con tu jefe, no para confrontar, sino para entender sus expectativas y expresar tus preocupaciones de manera constructiva ??La Alianza Invisible: Crea alianzas discretas con compa?eros de confianza y superiores cuando sea apropiado. A veces, tener el respaldo de un tercero puede ser como un poderoso. ??Escenario de '?Y si...?': Plantea escenarios hipotéticos que ilustren cómo ciertos cambios en la dinámica podrían beneficiar tanto a tu jefe como al equipo. Si la conversación directa no surte efecto, es tiempo de recalibrar tu enfoque.