Here's how you can navigate a boss who hinders your career growth.

When I was in manufacturing, I had a boss that wasn't a good mentor. His leadership style was rooted in the 1970's. So when I began a job search, I worked with the President/Lead Recruiter at the company I work for now. He became a great career coach and mentor. He then recruited me into the Executive Recruitment business & I was fortunate to have 2 exceptional mentors here as I learned the business. As I gained experience, I wanted advice from outside of our office, to hear perspectives from other recruiters, how they did things, their strategies for business development & recruiting and industry trends. This was invaluable! I strongly believe it's a good idea to have a network of mentors as you continue your career journey.

I have found that by identifying others who exemplify WHO I would want to be in the organization and networking with them, I'm able to not only reinforce the values, characteristics, and skills that align well with my own, but I am also able to develop kindred spirits who become valuable sounding boards for my own ideas. In one instance, I reached out and took that risk--inviting a very senior leader to lunch (at my expense). Because he and I were both musicians, it was an easy connection. This connection opened up numerous opportunities for exploring ideas, networking with others, and becoming mutually-beneficial facilitators of each others' growth in the organization. Networking is, indeed, the gift that keeps on giving and giving.

Dealing with a boss who blocks your career progress requires careful handling. Begin by understanding their perspective and reasons, then openly discuss how their actions impact your career goals. Seek constructive feedback and address any issues. If no progress is made, consider seeking advice from peers or superiors for new strategies. If your career growth remains blocked, exploring new opportunities inside or outside your current organization may be necessary. Remember, prioritizing your professional development and self-advocacy is key to finding environments that support your career journey.

Hardest thing to figure out is what's creating fear on the part of your career-blocker - and then how you can replace fear with courage. It's easy to flip into judgment, outrage and victim thinking about the fear your blocker is experiencing and why s/he "shouldn't" feel that way. But indigation, even is justified, makes you more of the problem rather than an uplifting ennobling leader who can convert your career-blocker into an ally and advocate. Second hardest thing to figure out is what will create a win-win-win - as well as a career "win" for you. Sell your value proposition. Show your boss how your aspirations are a win for the enterprise, for the customers you serve and for him/her as your champion.

No one can hinder your growth. You create the pathway of growth by being the best version of self, visualizing the big picture, sharing positive affirmations with self and others, treasure people resources and network you have, work on your natural gifts that you possess, keep on learning, unlearn the mistakes you have been making, develop you talent by upgrading skills and updating knowledge always having a positive attitude even when things are not in favor as well as make a significant impact in your professional life and others in the community.

Ask your boss two questions: (1) What can I do to maximize my effectiveness in my current job? (2) What can I do to give you confidence in my being promoted?

Never assume your boss is your mentor, just because they are your leader does not mean they are your mentor. You should surround yourself with an "advisory board" of mentors. A network of mentors provides you with a wider range of guidance and expertise than a single mentor can offer. This allows you to get well-rounded advice and navigate different challenges throughout your career and life.

Vivemos em um mundo social e a nossa imagem profissional é observada, aprovada ou reprovada, por todas as camadas da organiza??o. Exercemos lideran?a em todas as dire??es, para cima, com o chefe. Para os lados com os colegas. Para baixo com colaboradores. Expandir a rede de contato faz com que as pessoas se exponham a outras pessoas na organiza??o e assim ser visto, além de sua estrutura hierárquica. Ainda que seu chefe seja um blocker para o seu crescimento os que est?o acima, ao redor e abaixo falar?o bem de você e assim poderá alcan?ar seus objetivos de carreira apesar de seu chefe.

Remember, your career path should be about opportunities and growth vs avoidance. Often times the less than ideal work situation, co-worker or boss is what we need to keep us from being complacent and to give us that little push to move forward. Don’t let the negative situation you are leaving define you. Instead, look forward and offer all your gifts to your next venture.

Neuroscience can provide insights into your boss's behavior to help you navigate the situation. Firstly, recognizing that your boss's actions might be influenced by their brain's natural response to stress or insecurity can foster empathy and patience. By understanding the brain's propensity for pattern recognition, you can adapt your communication style to better resonate with your boss. Additionally, you and your boss can learn effective behaviors providing hope for improvement through effective communication and boundary-setting. Using strategies to regulate your own stress responses, such as mindfulness techniques, can help you maintain composure and focus on constructive solutions rather than becoming overwhelmed by the situation.

If a leader is stumping your growth, find a new job. It is far too impacting on you to try and change that leader. Take matters into your own hands.

I found ways around the leadership when I was in such a position by seeking out relationships with local professionals in my career field. I read articles and books. I learned not to rely on others for my development and realized no one cares more about my professional development than I do. Don’t let management prevent you from becoming successful!

Bottom line - leave. Most people leave their manager not the organisation. It’s nice to think that you can navigate your way around the situation, but in reality being micromanaged has only one outcome. Too many organisation promote employees into Leadeship roles because it’s the next step on the career ladder. If you want to be paid more, what are you going to do? Management is not suited to everyone. Pay people for their contribution not their job title.

Good thoughts and ideas. At times there will not be a win-win situation and no way to get to one for innumerable reasons beyond the most simple one - your superior just does not like you! This leads to the mythological "three envelopes" process.