Are you getting your way at work? Every day, you've got to interact with your boss and co-workers in the workplace. You have to navigate those relationships while you balance responsibilities and tasks -- and deal with workplace politics.
If you feel like you're constantly getting the short end of the stick when it comes to what you want, here are some ideas to overcome some common roadblocks.
The power of no
For some workers, the biggest challenge is saying no to their boss or co-workers. After all, we all want to be team players. No one wants to be thought of as unhelpful or unpleasant, so we say yes out of obligation.
We may want to avoid confrontation and emotional upheaval at work, but experts suggest the way to say no is to keep your emotions in check. Be direct. Be firm. Say no and argue your point gracefully. It's business, not personal, and adding emotions to the picture will make it harder for you, your point of view and your position with the company to be taken seriously.
Simply say no -- and you don't owe an explanation. If saying no to your boss instills an extra level of anxiety. Simply tell him or her, 'This is what's on my plate currently. What would you like me to remove from what I'm currently working on?'"
Winning an argument
Everybody wants to feel that they're making important contributions at work. And few things can be more discouraging than having your opinions or preferences consistently passed over for someone else's ideas.
One key to winning a debate or argument at work: Do less talking and more listening. Really listen to what the person is saying. That's difficult when you just want to jump in there and defend yourself,
I emphasis that you should always acknowledge the validity of the other side's argument. "Always thank the person for expressing her viewpoint. Innocuous phrases such as 'I hear you,' and 'That's an interesting point,' go a long way towards making someone feel that you are both on the same side."
Convincing your co-workers
Even when you're not in a heated debate with a boss or co-workers, you can face resistance at work from people who are reluctant to take a new path, try a new approach or use different tools to get work done.
If you're leading a project, you must present your point of view in a convincing way without being intimidating. Oliver thinks that keeping the focus on the overall benefits can be a decisive factor in winning support for your ideas. "Express the ways in which your way will make the whole team look good."
Be grateful
"Show your gratitude. People are much more willing to do what you want when you've appreciated what they've already done.
Make Your Contacts Count, i suggests setting a time to show your gratitude -- and at the same time build a network of people who will support your endeavors in the future.
"Ask yourself: Who sent a resource my way? Who made an extra effort to help me? Who went out of their way to let me know about an opportunity? Then find a good way to thank those people -- a funny card, a quick e-mail, a handwritten note, tickets or an invitation to an event."
A checklist for winning your way at work
Here are some final ideas on how to get your way at work:
• Be realistic. Don't have unrealistic demands. Know your company, its management and the resources it has available to draw from when you are contemplating an idea.
• Have a plan. Whether it's a proposal for a new software program, or a pitch to take extra time off or work from home, have a detailed plan to share with your boss. Let him or her know what the impact will be on the team, and get a cost estimate for any purchases. Outline the benefits to you, the team and the company.
• Ask for feedback. If you're working on a project that impacts everyone in your group, be sure to solicit feedback from your co-workers, and take a look at their comments with an objective eye. Your colleagues will be far likelier to support an initiative in which they've made an investment.
Wednesday, January 20, 2010
Thursday, January 14, 2010
SAYING NO TO YOUR BOSS.
When you think back to your childhood and your mom said, "We'll see," it was always better than a flat out, "No." Much like "possibly" is sufficient when you ask your boss for time off and "I'll think about it" gives you hope when you ask for a raise.
Though all of these responses are really just a more polite version of "no," they're easier to hear than the actual word itself. While hearing "no" is hard enough, it seems that saying no is even more difficult for some people -- especially when it comes to your boss.
Most employees avoid saying no to their boss because they fear it will ruin their relationship, cost them their job or appear disrespectful, With the right set of skills, it is possible to be 100 percent candid and respectful when holding this important conversation.
The reality is, we can't say to yes to everything, so it's essential to position yourself in the best way possible if and when you have to say no at work. The trick, experts say, is not really what you say, but how you say it.
Many of us won't say the word because we are afraid to, especially in this economy, said one expert. How to Say No ... And Live to Tell About It, It's easier to say no at work if you don't actually use the word. That way, your boss won't feel like you're being insubordinate."
One employee, a human potential coach, recalls a time when she was an assistant to the president of a major company. The president wanted to make her marketing manager at the same time -- and the same salary.
The employee, who knew that she would have too much on her plate if she accepted working both jobs, told her boss that she wanted to maximize her capacity for potential at the company and accepting the offer would not be the best, most efficient use of her time.
She was neutral, not emotional and held her ground, She spoke as if it were already a done deal, without fear.
Here are five situations where you might find yourself needing (and wanting) to say no at work and how you can do so tactfully -- and without losing your job.
How to say no to...
... Your boss assigning you too much work
It can be tough to tell your boss you have a problem with the amount of work he or she is assigning you, but it's possible if you can make your boss feel safe, Start with facts instead of harsh judgments or vague conclusions and let them know you care about their interests and respect them.
Strip out any judgmental or provocative language and be specific, "For example, 'Last week, you gave me two large projects to finish in a very short amount of time and I had to complete these on top of my regular responsibilities. I am afraid my large workload might be affecting the quality of my work.'"
... Outrageous demands
If your boss asks you to do something like run his errands or work all weekend and you can't (or don't feel like you should have to), focus on what you can do, one expert advised.
"The next time your boss asks you to go pick up his or her dry cleaning, instead of saying no, say, 'What I can do is cover your phone calls for you while you are out of the office,'" "Or if your boss asks you to start up a new company initiative, instead of saying no, say 'What I can do is brainstorm with you on the strategy for the initiative and help get the proper team members in place who can execute the strategy."
... Something you honestly can't do
Of course, it's always good to learn new skills, but if you truly believe you aren't the best person for the job, you should say no. I will suggest that responding with something like, "Is there another department where this project might fit better, or someone we can collaborate with?"
If you know you don't have the necessary time, resources or knowledge for a given project, this is a good way to open dialogue about the best way to get an assignment done,
... Unrealistic deadlines
If you frame your response in a way that helps your boss to rethink his request, you'll be okay.
Be aware of your tone of voice and try something like, "I understand your need for this assignment to be completed, but I need some help prioritizing my other work. You requested me to complete 'A' by tomorrow, 'B' by Thursday and 'C' by Friday. This last assignment 'D' would make it impossible to accomplish all of these. How would you prioritize these tasks?" one Human Resource manager suggested.
... Anything illegal, unethical or that crosses personal boundaries
Say no to anything that will you get into trouble if you say yes. Meaning, if something will be detrimental to your career or goes against your integrity, you should always say no.
Comments please!!!
Though all of these responses are really just a more polite version of "no," they're easier to hear than the actual word itself. While hearing "no" is hard enough, it seems that saying no is even more difficult for some people -- especially when it comes to your boss.
Most employees avoid saying no to their boss because they fear it will ruin their relationship, cost them their job or appear disrespectful, With the right set of skills, it is possible to be 100 percent candid and respectful when holding this important conversation.
The reality is, we can't say to yes to everything, so it's essential to position yourself in the best way possible if and when you have to say no at work. The trick, experts say, is not really what you say, but how you say it.
Many of us won't say the word because we are afraid to, especially in this economy, said one expert. How to Say No ... And Live to Tell About It, It's easier to say no at work if you don't actually use the word. That way, your boss won't feel like you're being insubordinate."
One employee, a human potential coach, recalls a time when she was an assistant to the president of a major company. The president wanted to make her marketing manager at the same time -- and the same salary.
The employee, who knew that she would have too much on her plate if she accepted working both jobs, told her boss that she wanted to maximize her capacity for potential at the company and accepting the offer would not be the best, most efficient use of her time.
She was neutral, not emotional and held her ground, She spoke as if it were already a done deal, without fear.
Here are five situations where you might find yourself needing (and wanting) to say no at work and how you can do so tactfully -- and without losing your job.
How to say no to...
... Your boss assigning you too much work
It can be tough to tell your boss you have a problem with the amount of work he or she is assigning you, but it's possible if you can make your boss feel safe, Start with facts instead of harsh judgments or vague conclusions and let them know you care about their interests and respect them.
Strip out any judgmental or provocative language and be specific, "For example, 'Last week, you gave me two large projects to finish in a very short amount of time and I had to complete these on top of my regular responsibilities. I am afraid my large workload might be affecting the quality of my work.'"
... Outrageous demands
If your boss asks you to do something like run his errands or work all weekend and you can't (or don't feel like you should have to), focus on what you can do, one expert advised.
"The next time your boss asks you to go pick up his or her dry cleaning, instead of saying no, say, 'What I can do is cover your phone calls for you while you are out of the office,'" "Or if your boss asks you to start up a new company initiative, instead of saying no, say 'What I can do is brainstorm with you on the strategy for the initiative and help get the proper team members in place who can execute the strategy."
... Something you honestly can't do
Of course, it's always good to learn new skills, but if you truly believe you aren't the best person for the job, you should say no. I will suggest that responding with something like, "Is there another department where this project might fit better, or someone we can collaborate with?"
If you know you don't have the necessary time, resources or knowledge for a given project, this is a good way to open dialogue about the best way to get an assignment done,
... Unrealistic deadlines
If you frame your response in a way that helps your boss to rethink his request, you'll be okay.
Be aware of your tone of voice and try something like, "I understand your need for this assignment to be completed, but I need some help prioritizing my other work. You requested me to complete 'A' by tomorrow, 'B' by Thursday and 'C' by Friday. This last assignment 'D' would make it impossible to accomplish all of these. How would you prioritize these tasks?" one Human Resource manager suggested.
... Anything illegal, unethical or that crosses personal boundaries
Say no to anything that will you get into trouble if you say yes. Meaning, if something will be detrimental to your career or goes against your integrity, you should always say no.
Comments please!!!
Sunday, January 10, 2010
WHEN YOU DON'T TRUST YOUR BOSS.
Workplaces are all about trust. It's one of those buzzwords you can't escape, along with "synergy," "teamwork" and "value add." There are even teambuilding activities based on trust.
The problem with trust is that it's a loaded concept. How do you know when you trust someone? Are there levels of it, or is it a black and white issue? Can you really establish trust by falling backwards and hoping Rick from accounting will, in fact, catch you?
That's for you to decide, but what isn't up for much debate is the importance of trust. Whether you work in a huge corporation or on a small team with three people, trust plays a role in your job. You want to know that no one's stealing your ideas, they're keeping their promises, and can be relied on to do their jobs.
If you find that you can't trust a co-worker, you can discuss the issue face-to-face, and if need be, go to the boss to resolve the issue. But what if it's the boss that's the problem?
As with any situation, you need to step back and identify the problem, says Holly Green, CEO and managing director of The Human Factor, a consulting firm.
"First and foremost, determine why you don't trust your boss," Green says. "Is it based on your own assumptions, beliefs and biases, which you have sought to prove true over time, or is there some truly tangible data? Are you absolutely sure you are right? If so, you have to then decide whether it is a personal issue -- i.e. it is against or outside your own ethics and standards versus it is illegal, clearly against company policy, etc."
If the boss is operating outside of your personal standards but well within the company's policies and principles, Green cautions employees to think about their limits.
"You have to make a decision on whether you can live with it," she says. "Are you going to build up resentment over time that is going to leak out of you and damage your own reputation? What tradeoffs are you willing to make?"
For example, a previous boss told Green she was doing too much high quality work and as a result she was damaging the rest of the team's images. She knew she couldn't operate in that kind of environment, but the boss wasn't violating any company procedures, either. So she chose to leave.
When it's not a personal issue
Other times, trust isn't subjective. For instance, if your boss is stealing from the company, there's not much of a gray area. Green encourages reporting a boss who is undeniably stealing or violating a policy or law.
"Often companies have an ethics hotline you can call or you can go to HR," one expert said "Make sure you have details, including first-hand facts about your claim. Work hard to remove emotions from the story. Speak using first-hand data: what you saw, experienced [and] heard."
Reporting a criminal boss doesn't always go as smoothly as you hope, expert will advice you.
"It depends on how good your HR department is. Some of them have knee-jerk reactions to side with the senior person," said one expert. In that case, they can go to your boss and tell them what you've said. However, that shouldn't preclude you from reporting him or her, because you don't want to get in trouble for being silent while you knew what was going on.
"Document as much as you can, then find the person you trust the most to report it to -- be it your boss's boss, HR or legal, Then be prepared that this may come back and bite you in the butt -- big time -- but that's life."
The benefit of a paper trail
Documenting interaction with a boss isn't necessary only if you think he or she is explicitly breaking a law or policy. Documentation can help you with any unscrupulous boss -- say one who steals your ideas.
"You're going to have to realize that you can't stop all of it, But you can stop some of it, by telling them ideas at the same time you copy someone else, or telling someone else first and then saying to your boss, 'Hey, I was talking to Joe about this and he thought you might be interested in hearing it.' That way they'll know they risk being caught and embarrassed if they try to steal those ideas."
And if things are more personal, such as not keeping your confidential conversations private, you need to think before you speak. It might sound counterintuitive to put the onus on you, but it's true. If the boss spreads information that is legally supposed to be confidential, that's one thing. But if you offer up fodder for gossip and hear it repeated, then you need to be careful what you say to him or her. Smith advises discretion for all employees, not just for those dealing with a sketchy boss.
When it comes to issues of trust, you need to focus on your well-being. It might sound as if you're going against the concept of teamwork and cooperation, but it's not. At the end of the day, if the boss can easily damage your career, you need to take your career elsewhere.
If you've seen them betray a colleague, just beware, and start looking for a way to get out, be it a lateral move or a new job, [If] and when push comes to shove, your boss will most likely shove you -- under a bus (figuratively, hopefully). Does it make sense???
The problem with trust is that it's a loaded concept. How do you know when you trust someone? Are there levels of it, or is it a black and white issue? Can you really establish trust by falling backwards and hoping Rick from accounting will, in fact, catch you?
That's for you to decide, but what isn't up for much debate is the importance of trust. Whether you work in a huge corporation or on a small team with three people, trust plays a role in your job. You want to know that no one's stealing your ideas, they're keeping their promises, and can be relied on to do their jobs.
If you find that you can't trust a co-worker, you can discuss the issue face-to-face, and if need be, go to the boss to resolve the issue. But what if it's the boss that's the problem?
As with any situation, you need to step back and identify the problem, says Holly Green, CEO and managing director of The Human Factor, a consulting firm.
"First and foremost, determine why you don't trust your boss," Green says. "Is it based on your own assumptions, beliefs and biases, which you have sought to prove true over time, or is there some truly tangible data? Are you absolutely sure you are right? If so, you have to then decide whether it is a personal issue -- i.e. it is against or outside your own ethics and standards versus it is illegal, clearly against company policy, etc."
If the boss is operating outside of your personal standards but well within the company's policies and principles, Green cautions employees to think about their limits.
"You have to make a decision on whether you can live with it," she says. "Are you going to build up resentment over time that is going to leak out of you and damage your own reputation? What tradeoffs are you willing to make?"
For example, a previous boss told Green she was doing too much high quality work and as a result she was damaging the rest of the team's images. She knew she couldn't operate in that kind of environment, but the boss wasn't violating any company procedures, either. So she chose to leave.
When it's not a personal issue
Other times, trust isn't subjective. For instance, if your boss is stealing from the company, there's not much of a gray area. Green encourages reporting a boss who is undeniably stealing or violating a policy or law.
"Often companies have an ethics hotline you can call or you can go to HR," one expert said "Make sure you have details, including first-hand facts about your claim. Work hard to remove emotions from the story. Speak using first-hand data: what you saw, experienced [and] heard."
Reporting a criminal boss doesn't always go as smoothly as you hope, expert will advice you.
"It depends on how good your HR department is. Some of them have knee-jerk reactions to side with the senior person," said one expert. In that case, they can go to your boss and tell them what you've said. However, that shouldn't preclude you from reporting him or her, because you don't want to get in trouble for being silent while you knew what was going on.
"Document as much as you can, then find the person you trust the most to report it to -- be it your boss's boss, HR or legal, Then be prepared that this may come back and bite you in the butt -- big time -- but that's life."
The benefit of a paper trail
Documenting interaction with a boss isn't necessary only if you think he or she is explicitly breaking a law or policy. Documentation can help you with any unscrupulous boss -- say one who steals your ideas.
"You're going to have to realize that you can't stop all of it, But you can stop some of it, by telling them ideas at the same time you copy someone else, or telling someone else first and then saying to your boss, 'Hey, I was talking to Joe about this and he thought you might be interested in hearing it.' That way they'll know they risk being caught and embarrassed if they try to steal those ideas."
And if things are more personal, such as not keeping your confidential conversations private, you need to think before you speak. It might sound counterintuitive to put the onus on you, but it's true. If the boss spreads information that is legally supposed to be confidential, that's one thing. But if you offer up fodder for gossip and hear it repeated, then you need to be careful what you say to him or her. Smith advises discretion for all employees, not just for those dealing with a sketchy boss.
When it comes to issues of trust, you need to focus on your well-being. It might sound as if you're going against the concept of teamwork and cooperation, but it's not. At the end of the day, if the boss can easily damage your career, you need to take your career elsewhere.
If you've seen them betray a colleague, just beware, and start looking for a way to get out, be it a lateral move or a new job, [If] and when push comes to shove, your boss will most likely shove you -- under a bus (figuratively, hopefully). Does it make sense???
Sunday, January 3, 2010
WAYS TO MANAGE BAD BOSSES
Hint: Treat them like toddlers
Do you ever think your boss behaves like a child going through the "terrible twos," throwing tantrums or reverting to a little lost lamb when in over his or her head?
I call this regression "Terrible Office Tyrant" (TOT) behavior. TOTs can act like schoolyard bullies afraid to reveal the slightest incompetence, or like helpless children. . They can be fickle, stubborn or needy or have irrational fears. And they can consume your workday, not to mention wreak havoc on productivity and profits.
A bad economy, workplace pressures and stress can trigger the many striking similarities between bad bosses and terrible tykes. We're all human, and behind a boss's professional facade is often a grown kid who can't handle his or her power.
When your boss slips into any of the 10 classic TOT behaviors, including the "bratty" type (overly demanding, stubborn, self-centered or tantrum-throwing) or the "little lost lamb" variety (fickle or overly fearful), you can use proven parental techniques and actually thrive in your job. By seeing the childlike motives behind a boss's (or co-worker's) actions, you can better manage even the most difficult situations.
Use C.A.L.M.
The top four tips to keeping your office from being a corporate playpen are best described by the acronym C.A.L.M.: communicate, anticipate, laugh and manage up:
1. Communicate
Communicate frequently, openly and honestly. Savvy TOT-tamers take the initiative to establish an open dialogue. At work, stay aligned with your boss's objectives rather than focusing on your pet projects, so that your work remains consistent with what's most critical to management.
By bravely opening the dialogue, you'll also avoid misunderstandings with co-workers; other factors may be contributing to an ignored e-mail or seemingly unfriendly response, such as a tight deadline or pressure from the boss.
2. Anticipate
Be alert for problems and prepared with solutions. Offer answers to emerging issues; don't add to the pile of problems if you want to avoid triggering bad behavior. Your boss wants to delegate as much as possible -- as long as you make the process worry-free. Know when to stay away if you expect a tantrum is coming down the hall.
3. Laugh
Use humor, or what I call "the great diffuser" of tension, to break down interpersonal logjams. Laughter helps create bonds and reminds us of our larger purpose: to work together with upbeat, constructive energy. We can and should be able to accomplish great things as a team at work, while having some fun. Take the initiative to do this and watch the seething subside.
4. Manage up
Let yourself shine by being a problem-solver and collaborator. You can be a beacon of positive energy for your boss, co-workers and team. Part of managing up also means setting limits to bad behavior. Oftentimes TOTs are unaware of the effect of their actions. You can influence these actions, and your skills will be transferable to any job.
Advanced TOT-taming tips
Here are some specifics on how to tame your TOT and humanize your workplace. Try these time-honored "parenting" techniques:
5. Don't fight fire with fire
If your TOT is tantrum- or bully-prone, mirroring his childish behavior is a downward spiral. Avoid the temptation to win the battle and lose the war. Instead, calmly and concisely tell your boss how his or her actions affected you. Keep a matter-of-fact tone and be factual. Use "I" statements rather than "you" to avoid an accusatory demeanor.
6. Use positive and negative reinforcement
When bosses set aside their worst TOT traits, respond with gratitude and comment on how it inspires you to do your best. Praising positive actions is a powerful way to foster better behavior. Over time, your boss will link the better management style with positive employee morale and results. Remember, if there's something in it for your boss, you can effect change.
7. Know your timing
Timing can be everything, with a child or an office tyrant. Learn the best times of day to approach your boss. Study his or her patterns, mood swings and hot buttons and plan your interactions accordingly. It can make the difference between a pleasant "yes" and an irrevocable "no!" If you anticipate problems with solutions, you become indispensable.
8. Be a role model
Project the highest ethical standards and radiate positive energy. Maintain a balanced demeanor and approach each crisis (real or imagined) with a rational style. Your boss often needs a sounding board and you can be a valued voice of reason and calm when issues emerge.
9. Package your information well
Some TOTs can be frustrating when they're inattentive or unavailable. It can seem like a form of corporate ADD, or as I call it, BADD (boss attention deficit disorder). BADD bosses can't focus on important tasks and allow e-mails, text messages, phones and people to interrupt their (and your) flow.
Make sure you understand your boss's ideal communication method, package your work in an appealing way and make your presentations engaging and interactive. Make it irresistible for your boss to find out about your projects.
10. Set boundaries
Let bosses know privately when they've gone over the line, but do so diplomatically. Keep the conversation focused on your work product. If your manager is intentionally malicious, that's another matter that requires more serious action. If, after repeated efforts for cooperation (such as with a bully boss and unsupportive management), you may be best off looking elsewhere. You have to determine how much strife you can handle.
Do you ever think your boss behaves like a child going through the "terrible twos," throwing tantrums or reverting to a little lost lamb when in over his or her head?
I call this regression "Terrible Office Tyrant" (TOT) behavior. TOTs can act like schoolyard bullies afraid to reveal the slightest incompetence, or like helpless children. . They can be fickle, stubborn or needy or have irrational fears. And they can consume your workday, not to mention wreak havoc on productivity and profits.
A bad economy, workplace pressures and stress can trigger the many striking similarities between bad bosses and terrible tykes. We're all human, and behind a boss's professional facade is often a grown kid who can't handle his or her power.
When your boss slips into any of the 10 classic TOT behaviors, including the "bratty" type (overly demanding, stubborn, self-centered or tantrum-throwing) or the "little lost lamb" variety (fickle or overly fearful), you can use proven parental techniques and actually thrive in your job. By seeing the childlike motives behind a boss's (or co-worker's) actions, you can better manage even the most difficult situations.
Use C.A.L.M.
The top four tips to keeping your office from being a corporate playpen are best described by the acronym C.A.L.M.: communicate, anticipate, laugh and manage up:
1. Communicate
Communicate frequently, openly and honestly. Savvy TOT-tamers take the initiative to establish an open dialogue. At work, stay aligned with your boss's objectives rather than focusing on your pet projects, so that your work remains consistent with what's most critical to management.
By bravely opening the dialogue, you'll also avoid misunderstandings with co-workers; other factors may be contributing to an ignored e-mail or seemingly unfriendly response, such as a tight deadline or pressure from the boss.
2. Anticipate
Be alert for problems and prepared with solutions. Offer answers to emerging issues; don't add to the pile of problems if you want to avoid triggering bad behavior. Your boss wants to delegate as much as possible -- as long as you make the process worry-free. Know when to stay away if you expect a tantrum is coming down the hall.
3. Laugh
Use humor, or what I call "the great diffuser" of tension, to break down interpersonal logjams. Laughter helps create bonds and reminds us of our larger purpose: to work together with upbeat, constructive energy. We can and should be able to accomplish great things as a team at work, while having some fun. Take the initiative to do this and watch the seething subside.
4. Manage up
Let yourself shine by being a problem-solver and collaborator. You can be a beacon of positive energy for your boss, co-workers and team. Part of managing up also means setting limits to bad behavior. Oftentimes TOTs are unaware of the effect of their actions. You can influence these actions, and your skills will be transferable to any job.
Advanced TOT-taming tips
Here are some specifics on how to tame your TOT and humanize your workplace. Try these time-honored "parenting" techniques:
5. Don't fight fire with fire
If your TOT is tantrum- or bully-prone, mirroring his childish behavior is a downward spiral. Avoid the temptation to win the battle and lose the war. Instead, calmly and concisely tell your boss how his or her actions affected you. Keep a matter-of-fact tone and be factual. Use "I" statements rather than "you" to avoid an accusatory demeanor.
6. Use positive and negative reinforcement
When bosses set aside their worst TOT traits, respond with gratitude and comment on how it inspires you to do your best. Praising positive actions is a powerful way to foster better behavior. Over time, your boss will link the better management style with positive employee morale and results. Remember, if there's something in it for your boss, you can effect change.
7. Know your timing
Timing can be everything, with a child or an office tyrant. Learn the best times of day to approach your boss. Study his or her patterns, mood swings and hot buttons and plan your interactions accordingly. It can make the difference between a pleasant "yes" and an irrevocable "no!" If you anticipate problems with solutions, you become indispensable.
8. Be a role model
Project the highest ethical standards and radiate positive energy. Maintain a balanced demeanor and approach each crisis (real or imagined) with a rational style. Your boss often needs a sounding board and you can be a valued voice of reason and calm when issues emerge.
9. Package your information well
Some TOTs can be frustrating when they're inattentive or unavailable. It can seem like a form of corporate ADD, or as I call it, BADD (boss attention deficit disorder). BADD bosses can't focus on important tasks and allow e-mails, text messages, phones and people to interrupt their (and your) flow.
Make sure you understand your boss's ideal communication method, package your work in an appealing way and make your presentations engaging and interactive. Make it irresistible for your boss to find out about your projects.
10. Set boundaries
Let bosses know privately when they've gone over the line, but do so diplomatically. Keep the conversation focused on your work product. If your manager is intentionally malicious, that's another matter that requires more serious action. If, after repeated efforts for cooperation (such as with a bully boss and unsupportive management), you may be best off looking elsewhere. You have to determine how much strife you can handle.
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