1 1 Presented by: Society of Women Engineers 2015 Region J Conference Presentation “How to Deal With a Difficult Boss” Kevin Smith, Manager of the Office.

Slides:

Advertisements

Similar presentations

Purposeful Senior Leader and Team Member Rounding Overview

Advertisements

Maintaining Employee Morale in a Down Economy Strategies for Motivating Your Stars.

What to ask during an interview. Always prepare questions to ask. Having no questions prepared sends the message that you have no independent thought.

Think About This... If you always do, What you have always done; Then you will always get, What you have always gotten.

PRESENTED BY ALLIANCE WORK PARTNERS YOUR EAP SPECIALIST WWW.ALLIANCEWP.COM Giving Effective Feedback- How can you improve without it? © Copyright.

Performance Management

Working With Others A working relationship is created to accomplish a task or a goal. Objectives: -explain how certain factors contribute to good working.

Agenda Objectives Coaching Is Teaching Motivating/Encouraging Communicating/Listening Setting Goals Providing feedback Informal (day-to-day coaching)

Be a Better Boss Dr. Bernie Erven Erven HR Services and

Basics Communication Skills for New Supervisors. 20 Critical Managerial Competencies 1. Listen Actively 2. Give Clear, Effective Instructions 3. Accept.

Managing Small Business Chapter 16. Management What do manager do?  Plan – Developing management strategy, business plans, organizational goals, etc.

Mentoring A Younger Chemists’ Guide to a Career Essential.

Training & Performance MEGA BLOKS Eric Warner.

How to Conduct Effective Performance Reviews. Session Objectives You will be able to: –Identify the importance and benefits of Performance Reviews –Assess.

Management and Leadership

2008 FIRST Robotics Conference Preparing for that 1 st Job BAE Systems Inc: Ted Kuriata, Vice President, Engineering and Chief Technology Officer.

© 2005 Prentice-Hall 15-1 Human Resource Policies and Practices Chapter 15 Essentials of Organizational Behavior, 8/e Stephen P. Robbins.

Perspectives on Work Organizational Organizational Workflow analysis Workflow analysis Business process re-engineering Business process re-engineering.

Putting It all Together Facilitating Learning and Project Groups.

Copyright © 2015 McGraw-Hill Education. All rights reserved

Interviewing for a job can be a nerve-wracking experience. The better prepared you are, the better your chances will be that the interview will go well.

Coaching Workshop A good coach will make the players see what they can be rather than what they are. –Ara Parseghian ®

Performance Management

Influencing and Communicating With Leaders and Peers.

Coaching Workshop.

Managing Conflict in Organizations

Chapter 9 Employee Development

© 2005 Prentice-Hall 15-1 Human Resource Policies and Practices Chapter 15 Essentials of Organizational Behavior, 8/e Stephen P. Robbins.

Maximizing “Human Capital” Performance Management: Mentoring, Team Analysis & 360 Peer Reviews Assessments USA & Canada

People Health Audit Frank Newman, C.H.R.L. Newman Human Resources  35 years HR experience  Finance Industry, Pharmaceutical Manufacturing, Semi-Conductor,

Job Interviewing Skills

Presentation Contents What do we mean by Personal Development? What is the process for doing this activity? How does PD relate to PAR? What are the steps.

“This Isn’t a Juggling Act – This is Your Job!”

01-1-S230-EP Unit S230-EP S230-EP Unit 1 Objectives Describe the values and principles of operational leadership. Identify the qualities.

The Behavioral Interview a.k.a. “Hello, Brain? Are you in there?” Leigh Ann Burns Naas Drug Safety Research & Development, Pfizer.

Performance Evaluations

Manage Referrals Effectively. Agenda Define your process for handling referrals and developing relationships with leads Be prepared when asking for referrals.

TALENTBUILDER® Version 2.1 MasteryWorks 2011 Slide 1 ® Building a Talent Mindset: Group Activity Groups in the session were asked to Select the management.

TRAINING, DEVELOPMENT AND CAREER MANAGEMENT

Management Development

Building Relationships with Departments and Leaders By William Miller Miller Consulting.

13 April 2006LCDR Scott Barry1 MENTORING LCDR Scott Barry Puget Sound Naval Shipyard & Intermediate Maintenance Facility.

Tom Murphy, MS, LMHC, CEAP, NCC President, Spenser & Associates, Inc 1.

Chapter 10 : Variables for Success

การพัฒนาสมรรถนะ ของสำนักวิทยบริการสู่ การเป็นองค์กรแห่งการ เรียนรู้และ การ บริการที่เป็นเลิศ รองศาสตราจารย์ ดร. ปพฤกษ์ อุตสาหะวาณิชกิจ คณบดีคณะการบัญชีและการจัดการมหาวิทยาลัยมหาสารคาม.

Introduction to Management

Successfully Conducting Employee Performance Appraisals Wendy L. McCoy Director HR & Benefits Florida Conference of The United Methodist Church.

The Manager as a Leader Chapter 12. The Importance of Leadership Definition: Leadership is the ability to influence individuals and groups to cooperatively.

INTERVIEW PREPERATION. Agenda What the employer is looking for What do I need to do before an Interview? How do I make a good impression at a job Interview?

PowerPoint Presentation by Charlie Cook The University of West Alabama SECTION 3 Training and Development CHAPTER 9 Talent Management.

1 © 2012 The Advisory Council Inc The Advisory Council Transform or Die Seattle TXPEG November 28, 2012.

B121 Chapter 9 Managing Your Career. Your personal marketing plan One way of considering career development is to think of it in terms of a personal marketing.

How to be Successful During a Job Interview ZARA ZEITOUNTSIAN DIRECTOR OF COMMUNICATIONS AUA.

New Supervisors’ Guide To Effective Supervision

CULTURE CORE VALUESPERSONALITYFUTURE CULTURE CORE VALUESPERSONALITYFUTURE Performance Management & Corrective Discipline.

1 Chapter 19: Evaluating Performance Coaching Essentials of Performance Evaluation Making the Evaluation The Appraisal Interview Follow-Up Legal Aspects.

How To Use Collaborative Goal Setting and Develop a Performance Feedback Process BPI Emerging Leader Series.

Soft skills training Discussing Performance. soft skills training This Training Will Help You Understand the value of focusing on outcomes Tackle contentious.

1 Copyright © 2010 Delmar, Cengage Learning. All Rights Reserved. CHAPTER 12 Training and Development Connie Schott, MBA, SPHR Christy Harris Lemak, PhD.

Identify, Develop and Retain High Performers

2015/16 Staff Performance Appraisals Webinar for ANR Supervisors Spring 2016.

How Good are you at Managing your Processes? Operational Excellence.

© PeopleAdvantage 2013 All Rights Reserved We will Show You How to Easily Conduct Effective Performance Appraisals LCSA Conference 2013.

Building Your Career Career Career – The sequence of work positions held by a person during his or her lifetime Boundaryless Career Boundaryless Career.

Coaching: The Key to Improving LCSA Performance Peggy Jensen, San Mateo County 2008 CSDA Annual Conference.

©SHRM SHRM Speaker Title Bhavna Dave, PHR Director of Talent SHRM member since 2005 Session 2: Relationship Management Competencies for Early-Career.

1. Planning: it is all about setting and organizing activities to master an organization’s goals. When planning make sure you can answer at least one.

Nicole Cummings Human Resources Manager Cakebread Cellars

Manager Checklist: Conduct Constructive Feedback Discussions

A Look at the Complexity of Human Resource Management

Presentation transcript:

1 1 Presented by: Society of Women Engineers 2015 Region J Conference Presentation “How to Deal With a Difficult Boss” Kevin Smith, Manager of the Office of River Protection April 11, 2015

2 Do you have a difficult boss? Yes

3 Does your boss have the ability? Yes/Maybe No Fix, Fight, or Flee (FFF)

4 Conduct or Behavior Intentional ? Yes or No Yes Fix, Fight, or Flee (FFF)

5 Can the Conduct or Behavior be Corrected? Yes or Maybe No Fix, Fight, or Flee (FFF)

6 First Do Your Research … gather data  What is your organizational environment?  What is driving your boss?  What are the organizations values?  What motivates your boss?  How does your boss take in data?  What is your boss’ management and leadership style?  What performance feedback have you received?

7 Gather data from multiple sources …  What do others think or recommend?  What are your boss’ priorities?  What are your boss’ values?  What pressure is your boss under?  Are others experiencing the same issues?  How do others do well with the boss?  What is the next level of management like?

8 Don’t forget to look at yourself …  What are your strengths and weaknesses?  What are your goals?  What motivates you?  What is your followership style?  What pressures are you under?  What is the job environment?  Is this the right job for you?

9 You may find the problem is YOU?

10 Difficult Boss YOU

11 Tools ….  Seek “detailed” performance feedback  Ask what would make you a more effective employee  Look for opportunities to make the boss successful  Learn how the boss wants information or deliverables  Think about the critical path to success  Seek a mentor  Fill in any experience gaps

12 More Tools ….  Reinforce positive behaviors  Become an expert in an aspect of work  Work from examples  Enhance work important to your boss  Go to school on previous feedback  Develop a reputation for performing  Align your focus to the company’s overarching goals

13 More Tools ….  Learn to read you boss’ moods  Learn from your boss  Listen more than you speak  Value your boss’ time  Prepare for engagements  Put your boss at the center of your universe  Wait a year

14 When its time to FIX, FIGHT, or FLEE (FFF) …

15 FIX, FIGHT, or FLEE … considerations  FIX  Document your issues (time, place, witnesses)  Tell your boss directly about your concerns  Use the company or union grievance process  Put your concerns in writing to management  Meet with your boss’ supervisor  Utilize Human Resources (HR) processes

16 FIX, FIGHT, or FLEE … considerations  FIGHT  Document your issues (time, place, witnesses)  Team with others – band together  Know the company rules  Know the environment and relationships  Be above reproach  Have a back up option

17 FIX, FIGHT, or FLEE … considerations  FLEE  Document your issues (time, place, witnesses)  Request a transfer to another department  Communicate your departure clearly and in writing  Have a new position before you depart  Always leave on positive terms  Learn from what you liked and did not like

18 In Closing …