Research tells us that 80% of our discretionary effort is down to the relationship with our line manager, yet somehow they don’t always get the best from us. Why is that? We could just blame them – or we can take some responsibility and actively work towards a better understanding. Is managing your boss even possible?
During a workshop for CIPD Coventry and Warwickshire branch, we set out to explore Managing your bosswhat it is like to be in the boss’s shoes, using an exercise that mapped our boss’s:

  •  Personality and behaviour
  • Values, ethics
  • Concerns, stressors
  • Aims, interests

…and then we compared them to our own map of the same areas, so that we could begin to analyse:

  •  Where we are aligned with our boss
  •  Where the strengths in the relationship lie
  •  Where there is a gap that needs to be reduced
  •  What are the most important issues to address

What Power Does a Boss Have?

We had a quick look at French and Raven’s sources of power to help us analyse how our boss might be using them… What power does a boss have?   …but of course, the types of power that are most likely to lead to our commitment are also open to us to use,  often giving us the capacity to influence effectively. If we  increase our knowledge and expertise and make sure we are a pleasure to be around, we increase our personal power base.

What power do you have?What goes Wrong

Here are five common causes of difficulties with bosses: What goes wrong?…and a brief overview of how to move towards making it right.Making it right

Five Steps to Being Heard

Due to the generosity of Richard Oppenheimer at Appraisal 360, I was able to give everyone a copy of Five Steps to Being Heard.  if you missed the event, you can get a complimentary ebook version by signing up to our mailing list.

We looked at the book’s five key points:Five steps to being heard

We ended the session by trying to identify three things we could each do differently. Ideas suggested included being more transparent so that our boss could see our progress; focussing on what was good about the relationship rather than the differences of opinions; trying to find out more about what was important to the boss to increase understanding.

As always, the evening went far too quickly! I hope it provided food for thought and gave new insights to our working relationships. If anyone has tried new approaches, do let me know how you get on.

Julie Cooper

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By | 2017-03-30T14:12:17+00:00 October 5th, 2014|News and Updates|0 Comments

About the Author:

I am trainer, coach and author specialising in one to one skills.

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