The quality of your relationship to your superiors is critical to your professional success ― yet, it’s not always easy to overlook your boss’s shortcomings. Christine Laperriere, executive director of our Advancement Centre is here to help.
by Christine Laperriere
In my work as Executive Director of the Women of Influence Advancement Centre, I get invited into conversations with top performers who are navigating serious challenges in the workplace, and the topic of working for a “bad boss” comes up often.
I find it interesting how many of us, when working with people we start to experience conflict with, anchor feelings of frustration, resentment, or hopelessness to each interaction we have with that person. After a while, just the sight of that person in a meeting will draw out a feeling of frustration, and that person hasn’t even begun to speak yet!
As I was working with one women, she admitted that each time she walked into the same room as a particular senior leader, she immediately started to think about how frustrating it was to work with him and how she just knew he was going to shoot down her ideas. At one point, I invited her to think about what part of this dynamic she was responsible for. She didn’t see herself as responsible for any part of it.
As our conversation unfolded, I asked her what it would be like to lead a team if they walked into a room already thinking about their resentment for her and anticipating what she would do next to frustrate them. She explained that it would be hard, because they would assume whatever action she took was creating what they already believed about her. She pointed out how important it is that her team show up prepared to be open-minded, leaving past judgments and baggage behind.
“She pointed out how important it is that her team show up prepared to be open-minded, leaving past judgments and baggage behind.”
Within a few seconds, she went quiet and I could tell she realized the irony in what she’d just shared.
We’ve all worked with challenging people, and sadly there is no “magic bullet” that transforms these tough working dynamics overnight ― but I know that your individual mindset predetermines the potential outcome in any dynamic. If you start the discussion in your lowest state of mind, don’t be surprised that the outcomes of the discussions look unsuccessful and similar, time and time again.
Your job when navigating a bad boss is to reach for your internal resources to stay creative, curious, and collaborating ― bringing your best tools and thinking forward in every working environment.
Christine Laperriere is a seasoned expert on helping leaders and teams reduce internal conflict, improve employee engagement, and more effectively engage with customers and prospects. Working with the Women of Influence Advancement Centre and through her own consultancy, Leader in Motion, she has spent the past ten years teaching hundreds of leaders how to be more effective through her “Leadership through Conflict & Change” course, and helped many with specific challenges through private executive coaching. Her background includes an undergraduate and master’s degrees in mechanical engineering, certifications in psychotherapy and executive coaching, along with years in management consulting focused on implementation, change management and culture change initiatives.