What do you do if your supervisor doesn't recognize your leadership skills?

1 Be proactive

Don't wait for your supervisor to assign you tasks or tell you what to do. Take initiative and propose new ideas, solutions, or improvements that can benefit your program. Show that you can anticipate challenges, identify opportunities, and act on them. For example, you can suggest ways to streamline processes, increase efficiency, or enhance quality. You can also volunteer to take on extra work, lead a new project, or mentor a junior colleague. By being proactive, you show that you are not afraid of challenges and that you can handle more complex and strategic roles.

2 Be visible

Your supervisor may not notice your leadership skills if you work behind the scenes or keep a low profile. Make sure that you showcase your achievements and contributions to your program and organization. You can do this by updating your supervisor regularly on your progress, challenges, and outcomes. You can also highlight your successes and learnings in meetings, reports, or presentations. Don't be shy to ask for feedback, recognition, or support when you need it. You can also network with other leaders and stakeholders in your field and share your insights and best practices. By being visible, you show that you are proud of your work and that you can represent your program and organization well.

3 Be flexible

Your supervisor may not appreciate your leadership skills if you are rigid, resistant, or reluctant to change. Show that you are flexible and adaptable to different situations, demands, and expectations. You can do this by embracing new technologies, tools, or methods that can improve your program. You can also adapt to changing priorities, deadlines, or requirements without compromising quality or integrity. You can also welcome feedback, criticism, or suggestions and use them to improve your performance. By being flexible, you show that you are open to learning and growth and that you can cope with uncertainty and complexity.

4 Be collaborative

Your supervisor may not value your leadership skills if you are isolated, competitive, or conflictual. Show that you are collaborative and cooperative with your colleagues, partners, and beneficiaries. You can do this by building rapport, trust, and respect with everyone involved in your program. You can also share information, resources, and ideas generously and transparently. You can also seek input, feedback, or advice from others and acknowledge their contributions and achievements. You can also resolve issues, disputes, or disagreements constructively and diplomatically. By being collaborative, you show that you are a team player and a leader who can foster positive and productive relationships.

5 Be assertive

Your supervisor may not respect your leadership skills if you are passive, timid, or submissive. Show that you are assertive and confident in your abilities and opinions. You can do this by speaking up, expressing yourself clearly, and standing up for what you believe in. You can also negotiate, persuade, or influence others to support your program goals and objectives. You can also set boundaries, expectations, and standards for yourself and others and hold them accountable. You can also ask for what you want, need, or deserve, such as a raise, a promotion, or a recognition. By being assertive, you show that you are a leader who can communicate effectively, advocate for your program, and advance your career.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?