Working in event production can be rewarding, but also stressful, especially if you have to deal with a difficult boss. Whether your boss is demanding, micromanaging, or unreasonable, you need to find ways to cope and communicate effectively. Here are some tips on how to handle a difficult boss in event production.
The first step is to identify what exactly makes your boss difficult. Is it their personality, their expectations, their communication style, or their feedback? Try to be specific and objective, and avoid making assumptions or judgments. You can also ask for feedback from your colleagues or other managers to get a different perspective. By understanding the problem, you can tailor your approach and avoid unnecessary conflicts.
Problems are often rooted in organizational culture. Does your organization support poor leadership and management practices? Is it rooted in white dominant cultural norms that put the responsibility on staff to "manage up" or reward top performers who lack leadership capabilities? Does your organization invest in leadership development and reward leaders and managers who have individual and group practices that develop psychological safety and group cohesion? Are leadership competencies assessed and rewarded in pay and promotion opportunities? Positive organizational culture is critical. If you don't get the right answers to these questions, you have identified the source of the problem.
If possible, it's helpful to begin with taking your own ego out of the equation. If you're not starting off with taking things too personally, you're able to stay detached enough to approach the person and/or issue from a perspective of service. Engaging a difficult person or situation with an approach that's rooted in "how can I help?" versus "how can I be served?" can not only help to disarm potential negativity but can also be the source of future alignment. In short, it's hard to stay mad or "difficult" with someone who's trying to help!
As a people manager myself, it's interesting to consider what has made me "a difficult boss" at times. I'll spare you the list of examples and say it boils down to me being off my game because I'm stressed, out of my depths/in learning mode, or I'm sitting on performance feedback. When a work dynamic is difficult, chances are that you both feel it. Consider using a one-on-one to discuss how you're working together—after reflecting on the tough moments, come prepared with your feedback and approach the conversation with curiosity and openness. Also, I've found that when I have hard feedback to give, "setting the table" is valuable—at the top of the discussion share your desired outcomes and make sure one is to improve your relationship.
Problems often arise when teams aren't aligned on a set approach to resolve an issue. Fostering a healthy workplace culture of having open, honest, and transparent conversations, with an emphasis on communicating from a place of compassion goes a long way in quenching out fires.
Difficult or Kind, bosses look for performance, I have found that taking on more than you can handle triggers the darkest side of any manager. Constantly improve your skills and ask yourself what you have to do to become a top performer. For example speed typing, 80+ wpm, can make you one of the most productive team members, simply because you can accomplish your task faster than others. Understanding what to do to make your boss have a smooth day will usually keep the bosses off your back and they might even show you their best side.
The second step is to choose your battles wisely. You don't have to agree with everything your boss says or does, but you also don't have to challenge them on every issue. Pick the ones that are most important for your work, your goals, and your values, and let go of the ones that are minor or irrelevant. For example, if your boss wants you to use a certain software or format for your reports, you can comply with that, but if they want you to change the entire theme or budget of an event, you can push back and negotiate.
I found that asking questions rather than forcefully stating your opinion wins most of the time. It's like answering your spouse if they ask. Does this dress or suit make me look fat? Answer: it looks fine, what do you think? Or what happened to that other dress or suit that you looked so hot in?
This one is tough for me. I don't want to be a squeaky wheel, but I genuinely feel it's crucial to have (and use) your voice in all situations that you may disagree with or have a question about. In this situation, seek to understand by asking questions.
A good boss will always seek the advice and counsel of the staff working for them. The reason you hire experts is to get the task done correctly. As long as they think they are in charge there is no need to make it a battle. However those who work against staff will always be found out eventually.
Concordo, o segundo passo envolve uma escolha estratégica de batalhas. N?o é necessário concordar com todas as decis?es do seu chefe, mas também n?o é produtivo desafiá-lo constantemente. Priorizar as quest?es mais relevantes para seu trabalho, objetivos e valores, enquanto deixa de lado aquelas menos significativas. No entanto, se a proposta envolve mudan?as substanciais em um evento, é válido recuar e buscar uma negocia??o mais equilibrada. Encontrar esse equilíbrio contribuirá para uma rela??o mais harmoniosa e eficaz.
Although I agree with "choosing battles", when the phrase "not a hill I'm willing to die on" becomes the norm rather than the exception, it is time to admit there is a problem.
The third step is to communicate effectively with your boss. This means being clear, respectful, and professional, while avoiding emotional or personal attacks. Positive and constructive language should be used and focus on solutions rather than problems. Active listening should be employed, repeating or summarizing what your boss says to demonstrate understanding and respect for their point of view. Additionally, assertive communication should be used to express needs and opinions without being aggressive or passive. Lastly, feedback should be requested for clarification, confirmation, or suggestions on how to improve your work.
Communication is a key component in having a strong working relationship with your boss. Being able to understand and listen to what is being conveyed helps you grow into a more comfortable position in your line of work. Also, don't be afraid to ask for advice or give suggestions on what specific things can be improved to make the workplace more inclusive.
Pay attention to your boss's feedback, concerns, and instructions. Actively listen to understand their expectations and perspectives, showing that you value their input. Respect your boss's time and boundaries. Be mindful of their schedule when seeking discussions or updates, ensuring that your communication doesn't disrupt their workflow unnecessarily. Initiate regular, open, and respectful communication with your boss. Be proactive in sharing updates, asking for clarification, and discussing progress on tasks or projects. By fostering effective and respectful communication while aligning your efforts with your boss's expectations, you can strengthen your relationship, build trust, and create a more productive working dynamic.
Focussing on shared goals can also be a useful means of communicating dissatisfaction - "I know that we want to achieve x here, and I think maybe by doing y we can get achieve it more efficiently than if we continue doing z"
In a perfect world all bosses are perfect and effective leaders. However the world we live in is not perfect. Also, it is possible that your boss is suffering from PTSD from a previous work experience; as many of us are. In my professional opinion, I try not to take the actions of others too personally. You never know their motivations and triggers. However, documentation is key. Don't let your emotions make the situation worse than it needs to be. Document your experience to serve as protection later on should you need it.
Do not blame your boss for the issues and never communicate in an accusatory manner, that will only harm the situation more. Instead of “You are being too demanding and it’s stressing me out!” Try “I’m feeling very stressed out lately and think it may be my workload, can we chat about that?”
The fourth step is to set boundaries with your boss. This means establishing and maintaining your limits, and protecting your time, energy, and well-being. You can refuse to do something beyond your scope, capacity, or responsibility when necessary. It's also important to delegate or ask for help when needed and prioritize your tasks and deadlines. Additionally, it's important to take breaks and practice self-care, so that work doesn't negatively affect your health or personal life.
Establishing boundaries is a challenge commonly faced by individuals entering the professional realm. The way I realized the importance of setting boundaries was through exhaustion. The earlier you learn, the better. Because, once you're deep into the hole, it's hard to get out, without letting people's expectations down. However, you must remember that you peace and time, is more valuable than anything in this world.
I feel like it's very important to be consistent with this one so that expectations of/for both parties are crystal clear. The earlier this can be done in the job relationship, the better! Certainly some boundaries can be set later, but making sure to state your needs respectfully as needs - and not requests - as early as possible in the job can actually garner more respect, even from a difficult boss.
I learned the hard way on this. I had heard a long time ago the words, familiarity breeds contempt. It was the ones I shared my feelings or issues with that usually either inadvertently or intentionally shared those issues to either "be in the know" or try to endear themselves to the boss. It was gossip.
Umas das práticas que pode ser bastante eficaz na constru??o de limites é ter uma agenda online em sua área de trabalho ou física na sua mesa com as suas atividades diárias do dia. Além de ajudar na organiza??o, permite que seu chefe acompanhe o processo do projeto em quest?o sem precisar estar a todo momento perguntando diretamente o que está acontecendo, enquanto você entrega o que se comprometeu a fazer por escrito, além de estabelecer o limite daquilo que pode entregar e entregando gera n?o apenas satisfa??o ao seu superior, mas tambem celebra pessoalmente a evolu??o do projeto. Comigo funciona perfeitamente. #ficaadica
Establishing and setting clear boundaries is needed to have thriving results. Knowing when to accept and disagree is something all individuals need to learn to avoid people pleasing.
The fifth step is to seek support from others. This means finding people who can help you cope, vent, or solve your problems. You can talk to your peers or mentors and share your experiences and challenges, join a network or community of event producers to connect with people who understand your industry and role, or seek professional help if you feel overwhelmed, stressed, or depressed. These people may offer you advice, empathy, opportunities, resources, referrals, tools, strategies, or therapy.
Be careful not to share any discontent within the company. You can become labelled as a malcontent or gossip. It's best to wait for the proper opportunity to change. Another warning from experience. I've never gotten credit for the things I truly accomplished or developed. Success has many fathers and failure is an orphan.
Uma boa comunica??o abre portas e constrói pontes inabaláveis, um dos meus antigos me disse uma vez. N?o posso dizer que discordo. Saber escutar e além disso saber comunicar e compartilhar "aquilo que espera" e "aquilo que n?o foi atingido da forma que queria" além de fortalecer o trabalho em equipe, ajuda a criar conex?es valiosas para vida toda. Precisamos lembrar que muitas vezes passamos mais tempo no trabalho do que em casa e ter um bom relacionamento com nossos colegas de trabalho, colabora e muito n?o apenas para o trabalho, mas para nossa saúde mental.
It helps so much to have a good support system, peers you could go to vent and help you cope. That helps a lot to have someone listen and makes problem solving easier. In the past when I sought support with my peers, I would hear they had the same thoughts as me. That made me feel better knowing I was not alone.
Never hesitate to seek professional help or support if needed, it can really make all the difference. We are all vulnerable in a situation like this and benefit from whatever support is available. The worst response would be to deny the situation at one′s own expense and pretent everything was fine, when in reality you feel overwhelmed and stressed due to the situation.
No está mal pedir ayuda, de hecho, es lo más complejo, aceptar que algo se nos ha ido de las manos, o bien, que la situación merece apoyo para poder manejarla mejor. Apoyarte de compa?eros de experiencia, mentores y tu circulo cercano (de personas que admiras y respetas, no de tus amigos), sera crucial para obtener herramientas que te permitan mejorar en cada situación.
The sixth step is to explore your options for the future. This means evaluating your situation and deciding whether you want to stay or leave your job. To do this, you should review your goals and values to see if they align with your boss and organization, assess your performance and satisfaction to determine if you are meeting expectations and enjoying the work, and consider alternatives and opportunities to see if you can find a better fit or more rewarding career.
As some whose entire career has been made by exploring options & happening on the right ones at the right time- timing is EVERYTHING. Pulling from my past experiences- as you explore your options, keep documentation on your work performance in case your boss gets wind that you’re attempting to leave and wants to get toxic. Most importantly, know when to cut your losses and split. Some problems are cultural from the top down & won’t be fixed by the previous methods in this article. We spend about one third of our lives in the workplace, so find a place where you are valued, accepted, and respected.
Ao explorar suas op??es para o futuro, leve em considera??o a harmonia entre suas metas, valores e o ambiente de trabalho atual. A análise criteriosa de desempenho e satisfa??o, juntamente com a busca por oportunidades alinhadas aos seus objetivos, proporcionará a clareza necessária para tomar decis?es que moldar?o uma carreira mais significativa e gratificante.
In my experience, if a person is experiencing a distressing situation with their boss or work situation, it's best do some work around one's core values and make sure this job situation aligns. I make my 5 core values the focus of everything I do and whether situations and opportunities are moving me closer to where I overall want to be.
Sometimes these kinds of challenges can be solved but sometimes it is necessary to admit that the situation will not improve. If it is not bringing you the opportunities for growth and happiness you deserve it is better to seek it elsewhere where you can flourish however difficult that process might be.
I remember speaking to a former colleague, and asking her "why are you still here", she replied "it looks bad on a resume if you are jumping from job to job". I explained to her that what is worse is staying in a place where you are miserable. Her talents were remarkable and if I were an HR professional I would "maybe" ask about the short term at a position, but at this point in life, reading between the lines, most can figure out why someone leaves a job in a short period of time.
In some ways having a difficult boss can be fantastic: it forces you to look at yourself and really hone your skills, but what you need to watch for is that you don’t pick up the habits or traits of that difficult boss. The reality is that we can be negatively affected by the people around us, so be strategic and learn what you can from them but move on before you become the difficult boss.
I learned the hard way, avoid meeting privately, have a colleague present. This helps insure accuracy and “hear say” responses later!
Be honest and be confident. Thinking of the outcome and what another person might say or do does no one any good. If you really need to say something, then speak with integrity and keep an open mind and let the other side speak freely and only then react to the situation.
There are so many scenarios for difficulty that I find individual responses are best built around the situation at hand. In my nursing career I have had success planning what approach might have the most success. I meet the boss where s/he is at. I cater a bit to the person. “I want to please you. Here’s what trips me up…” This can feel like the last thing you want to do. It starts the conversation on a positive note. It also determines if the meeting can be productive and end on a positive note.
We are all going to get criticised and have to deal with difficult people during our careers. Facing these moments from a place of confidence is helpful in navigating the conflicts. It could be accurate information being given in a clumsy way in which case we need to recognise that. Some people are just not good managers but if the job is worth it we can work with those limitations and build trust.