Here's how you can navigate a boss who is unreceptive to your workplace ideas.

Es muy importante este tema y muchas veces me gusta ser disruptiva. En mi experiencia, es común que las personas culpen al supervisor por su falta de atención y por no brindarles oportunidades de desarrollo. Muchas personas se quedan ahí, estancadas en su propia victimización. Sin embargo, he detectado que hay profundas áreas de oportunidad en como las personas establecen una comunicación asertiva y la consecuencia es la indiferencia absoluta. Un consejo para atraer la atención es "Observa el perfil de tu receptor" y habla en su "mismo idioma". Pregúntate: ?Cuáles son las prioridades del CEO?, ?Que le preocupa al CFO?; prepara un discurso conciso y enfocado a satisfacer las preocupaciones de tu receptor. Habla para los demás, no para ti.

Access Timing: Pros: Higher Acceptance: Timing your presentation during calm periods can make your boss more receptive. Respectful Approach: Shows consideration for your boss's schedule, fostering a positive relationship. Better Focus: Your boss will be more attentive and focused during less stressful times. Effective Communication: Leads to more meaningful discussions and better decision-making. Cons: Potential Delays: Waiting for the perfect moment might delay your presentation. Missed Opportunities: You might miss relevant moments if you're too cautious about timing. Perception Issues: Could be seen as lacking urgency or decisiveness. Timing Challenges: It can be difficult to accurately gauge the best time.

I have often been met with “it’s not our top priority right now”, when following up on work that has been submitted for approval and feedback. It can certainly be frustrating when your work never seems to move up to the top of the pile. A piece of advice I was given by a senior Director recently, was to schedule a meeting to discuss these things with a planned course of action, rather than sending emails which can get lost, along with the tone and nuance that can be conveyed in a face-to-face meeting. Everyone is busy. It can seem like things are never the top priority, which can build resentment. While I am a strong proponent of remote work, there is a lot to be said for Face Time to sort out and avoid conflicts.

Je mets un fort bémol à ce point 2. La confiance dans le monde du travail c'est subjectif ! Je dirai plut?t de démontrer de la fiabilité pour que le patron ait cette image de vous : quelqu'un de fiable. Attention aussi à ne pas vous "forcer", si vous ne croyez pas à ce que vous dites pour montrer votre intérêt, mieux vaut s'abstenir. Dans les relations de travail pour moi la priorité 1 c'est de savoir communiquer ! Et c'est ce qui établira la relation. Pour cela, apprenez les bases de l'analyse transactionnelle afin de travailler votre positionnement Adulte et votre position OK-OK... Si besoin je propose ces bases en atelier.

Establishing a strong rapport with your boss is crucial for fostering open communication. Invest time in understanding their communication style, preferences, and priorities. Initiate regular, informal conversations to build trust, making it easier for them to be receptive to your ideas and insights. Demonstrate genuine interest in their perspective and strive to create a relationship that goes beyond professional necessity. Developing this solid rapport lays a foundation that invites your ideas to be welcomed and valued, ultimately improving collaborative efforts and facilitating a more supportive and effective work environment.

Your idea has to translate to value and a dollar sign. My take is that every idea has to have a business case to it. When you are ready to make a business case, that is when people are willing to listen to you.

I find that showing value by sharing both the need/benefit/urgency/organizational desire for the idea, as well as the risks of NOT approving the idea, can be helpful in the discussion.

Et oui, encore une fois la communication :-) Les questions ouvertes montrent aussi que vous portez de l'intérêt à la personne en face de vous. Et ce n'est pas si simple, nous avons davantage recours aux questions fermées car nous sommes dans nos propres pensées, donc nous cherchons à obtenir validation, confirmation ... Essayez vous sur des situations du quotidien pour vous y habituer et vous verrez que cela change la communication dans la famille, ou entre amis.

It’s important to get feedback in order to continuously improve your work. Even if your questions are, “Why not?”, or things that could be interpreted as being argumentative, if you frame it as trying to do your best work and trying to show up the best you can for your organization, most managers will be receptive to you seeking feedback.

Be curious with your leader. Approach conversations through the lens of providing solutions with your unique thoughts that can contribute to the results of the organization. In my experience as a coach, on most occasions the leader can feel that everything is on their shoulders to drive the metrics of the team. Open yourself up to letting go of your judgement in these situations and bring a well constructed idea of how you can support the team whether it's a process to increase efficiency, a new way to approach sales conversations, or how to get a project back on track. Be objective and curious so that you can support the leader as well as the team in executing the vision and goals of your team.

I have found that when flagging problems as well as offering solutions, it often takes a multi phase approach, with verbal/informal communication as well as written communication of the proposal, in order to be truly heard and taken seriously, and it’s extra helpful to be able to show your work, that you’ve consulted with other stakeholders and this isn’t just your opinion, but you’re also not just ganging up on the manager. It’s an art, not a science, and knowing your manager well will only help lead to success.

Knowing what has been tried in the past and incorporating those lessons learned into the workplace idea is key. There are few unique, never-been-suggested ideas in the workplace. Aspects of implementation, actors, and policy are what change to make different solutions possible where they weren’t before. Adjust workplace ideas to the current reality or acknowledge that other changes may need to be made before the concept can be done.

It’s extra important in these situations to keep your cool and to be self reflective. When presented with a situation like this, my manager is not responsive to my input, even if it’s my whole job to give them my input, I find it very helpful to discuss the situation and talk it through with a trusted third-party. This is where networking can really come in handy because there’s very rarely a brand new situation that has never been seen before. And it’s always possible that I am the problem, so a trusted friend maybe the key to unlocking that uncomfortable truth. ??

Schedule a meeting when your boss is likely to be receptive and have ample time for discussion. Clearly articulate your ideas, outlining their benefits and alignment with company goals. Provide data or examples to support your suggestions. Present your ideas as solutions to existing challenges or opportunities. Emphasize how they can improve efficiency, productivity, or customer satisfaction. Actively listen to your boss's perspective and be willing to adjust your ideas based on their input. If direct communication is challenging, consider seeking support from a trusted colleague or mentor who can provide an alternative perspective or assist in advocating for your ideas.

Le sujet étant "pas réceptif sur le lieu de travail"; une idée simple est de sortir de ce cadre ! Un déjeuner, un verre en sortant le soir... Si le patron ne vous écoute pas sur le lieu de travail c'est qu'il y a peut être un blocage qui s'est installé dans le temps, alors osez innover et proposer d'échanger autour d'un repas :-)

Navigate a resistant boss by applying TSUAR: Task clarity ensures alignment with priorities. Develop a Strategy emphasizing uniqueness to stand out. Take Action with a detailed plan focusing on efficiency gains. Highlight Results integrating seamlessly with management goals. This method not only addresses concerns effectively but also demonstrates your proposal's strategic value, increasing the chances of gaining support. Use impact communication model to detail the above to your boss