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

Document instances: Keep a record of specific situations where your boss has hindered your growth. Note dates, actions, and outcomes. This will help you present facts rather than emotions. Self-reflection: Ensure that your boss's actions, not your performance, are the primary issue. Be honest about your contributions and areas for improvement. Understand their perspective: Your boss might have reasons you're unaware of. They may be under pressure, lack resources, or have a different view of your role.

Celebrate the team accomplishments and discuss the team's progress over goals, then you can highlight your individual accomplishments- be Proactive (ascertain that you are taking notes of all your contributions as well). Timing is important, make sure that your boss is not in the middle of important project and in a jolly mood. Seek first to understand then to be understood. Lastly begin with the end in mind..... what you really want to accomplish and consider as a success. I guess I am throwing out some of the habits of highly effective people. It helps!

You should take the time to review your emotions and evaluate/create your approach based upon logic not emotion. Additionally, look for empirical data to support your point.

Unfortunately--often in the case of racism or even on the basis of your sex--NOTHING will change a mindset who has decided to permanently "back bench," you. If this is your boss, all the diplomacy and fireside chats in the world won't help. I have even seen a few emotional breakdowns from watching folks work like crazy; trying to make their boss like them. Instead, take your time, document your wins and accomplishments and look for a new job and better boss. However, if for some reason you can't leave (and you'll risk the ire of your boss) try to discreetly get the attention of the boss's boss. You may get moved or promoted away from your gatekeeping manipulator. For the religious, I also say: Pray. It will help you keep calm and carry on.

Assessing "reality" is quite important: Is leadership hindering your growth, or are you holding yourself back? The assumption is your supervisor is approachable, so finding time on a calendar to evaluate past opportunities as well as potential future engagements will drive the conversation. If you hear a lot of, "I offered you this, but you didn't do xxx" or "last time you tried this we missed xxx", self-evaluate to determine if you could have done things differently. Conversely, if the supervisor seems reluctant to give you a chance, highlight how you can support the plan while keeping the supervisor engaged. Show how this is a chance for you to demonstrate skills and take something of their plate!

Learning to create/use effective Disarming Statements created based upon understanding the Underlying Needs of the supervisor will be the most effective way to make entree into the difficult discussion. Planning for conflict or challenging conversations is paramount and why I created, use and teach a critical planning model that helps to provide a skeleton for gathering important information that will be needed for this challenging situation. We must prepare and also pinpoint distinct ways we can demonstrate we are willing to meet their needs while looking to advance ours..."so all boats rise." This planning reduces ambiguity, stress levels & it gives us opportunity to find potential solutions that will also meet their needs before starting

Early in my career, I was stuck in a position. I was young then but after about 6 years of watching others get ahead, I decided I must be doing something wrong. I did my job even better and still no movement. Even my reviews were lukewarm. Then I read: "Games Mother Never Taught You: Corporate Gamesmanship for Women by Betty Lehan Harragan. (I'm sure there are many more modern versions of this by now.) Ms. Harragan warned that often women are put into positions that have no upward mobility. To test if it's you or the position, you may have to threaten to resign with or without a new job. This has to be a very careful decision. Surprisingly, I was offered a new job in the company where I remained for three more years, before moving on.

Totally agree, that clear communication is key in this delicate situation. Start by expressing appreciation for the opportunities you've had so far. Then, transition into discussing your career goals and the obstacles you've encountered. Avoid accusatory language; instead, focus on how you feel and what you need to succeed. It's important to remain calm and professional throughout the conversation, even if it becomes challenging. This approach helps ensure that your concerns are heard and understood without creating defensiveness.

You can talk with your boss about all the facts that show that you deserve a growth opportunity. Remember to assess all aspects including communication,trust,leadership,revenue impact etc

Feedback is helpful, but only if you follow it and keep very careful records of doing so. What you are doing is making it almost impossible for your boss to not: Give you a raise, promote you or recommend you for another position. You want undisputed proof of your excellent work and loyalty to the company goals. I once had to produce all my bosses birthday cards to me with glowing recommendations in order to open the path. But try to stay positive. Flattered even. Maybe your boss wants to keep you, and is being slightly controlling because you make her/his/their department look good.

Instead of merely pointing out the problems, bring potential solutions to the table. Propose specific ways your boss can support your career growth, such as additional training, taking on more responsibilities, or getting involved in new projects. This will show your initiative and make it easier for your boss to help you. By presenting solutions, you demonstrate your commitment to finding a way forward, which can encourage your boss to take action and support your development.

It's important that such a conversation is not a one-time event. Follow up to assess progress and ensure changes are being implemented. Schedule regular check-ins to discuss your development and address any ongoing concerns. This keeps communication lines open and demonstrates your commitment to career growth. It also holds both you and your boss accountable for following through on agreed-upon actions, maintaining a focus on your professional development.

1. Document Your Efforts: Maintain detailed records of your communications, include dates, topics discussed, and any agreements made. This can be useful as evidence of your proactive efforts if you need to escalate the issue later. 2. Seek Mentorship: Find mentors within or outside your organization who can provide guidance and support. A mentor can offer valuable insights, advice, and an objective perspective to help you navigate career obstacles more effectively. 3. Know When to Escalate: If your boss continues to hinder your growth despite your efforts, consider escalating the issue to HR or higher management. It's important to advocate for your career advancement, even if it means seeking support beyond your immediate supervisor.