How to work for the impotent pig head can work freely

Work complaints, mostly directed at the boss. The resentment of the chief is like the amusement of the whole nation, with a soothing exit as the curse of the incompetence of the boss, the daily setback pressure.

Only, there are two facts that you have to figure out that can not be changed by how you complain.

Fact one: that the boss incompetence is a common norm

"Everyone will be promoted to an incompetent position," the "Peter Principles," put forward by the American management scientist Laurence J. Peter.

He argues that in a strictly bureaucratic organization, a worker who is promoted to a higher position because of his good performance will eventually move up to a position that he can no longer do well.

The result is that the tragedy of the organization is that every position is occupied by employees who are not suitable for it.

If you always feel that the boss is incompetent, please do not rush to blame, this is only the concrete manifestation of "Peter's Principle." Leadership is about action, not location, and the level to which the boss has arrived is not the same as having impeccable leadership.

Fact two: you can not win your boss

Whether your boss is a lack of management skills, or lack of professional skills, the result is the same.

Your passion is strangled and your productivity is greatly affected.

But Annie McKee, author of Resonant Leadership, cautions that "the reality is that this person is more organized than you are!"

So, no matter how useless the governor, unless you want to ruin your career, do not feel free to provoke a fight you can not win.

Although resignation is an option, it is not the only one. You can try the following methods.

Method one: try to understand

Before you shout the incompetence of the boss, first confirm the error in the middle. Mackey said, "Before you judge the boss, look at yourself."

Because most people look at the boss there is always a blind spot. You may envy his seat, or you naturally love to resist the power.

Do not assume that you know more than the boss, you are not in charge of your seat, basically can not consider things from his height and breadth. At the same time, the vast majority of employees are often unable to understand the pressure the boss is facing.

A good supervisor will mostly cushion the oncoming pressure for you. Therefore, before you deal rudely with your boss, try to understand his situation, be careful about your judgment and avoid creating unfair prejudices and treats.

Method two: seek help

Seeking external opinions does not mean moaning and complaining. Instead, it tries to explain how the situation you are facing affects you and your work, and listens to suggestions.

Wharton professors Michael Useem argue that "it's not about conspiring to rebel, but about confirming your point of view." Outsiders tend to be able to offer different perspectives or contribute helpful advice.

Method three: manage yourself, not directed at the boss

Do not be busy measuring the incompetence of the boss to complete the task or your priority. Try not to complain too much, do not undermine the boss secretly instructions, to recognize that this will not only hurt the company, hurt you even more.

You do not need to cover his mistakes, but do what is best for the organization. Because you know this is good for the whole team, then do it!

Method Four: Let the emotional impact to a minimum

Many people complain that the bad boss ruined my life.

"Once you become a victim, you lose the power to take control," said Magi, focusing on things that make you happy at work, not tragedy. Improve your attitude, to avoid being negative emotional invasion. We have the right to choose our emotions.

Three taboo in the face of pig boss

First, do not point to the incompetence of the boss

It does not help to tell a person what they do not think so. Refers to the boss's useless, more likely to flow in the emotional response, or reduced to the ineffective communication of people wrong.

If the boss can not help, ask him to solve the problem together and try various options, such as asking, "What do you think if we try this method?"

Second, do not go directly to the boss's boss

"If you want to expose the truth about his incompetence, then you'd better find out the reality of politics in your organization." Carefully, do not be stupid about recklessly.

No one boss sacrifices a supervisor for an employee.

Third, do not stick to it all the time - you have to meet the bottom line and tactics

Perseverance is a virtue, but if you continue to do what you hate, just walk through the dead end.

If you can not stand the boss's incompetence, but without a positive coping strategy, then find a new job! This work experience is not a waste of time, because it makes you more clearly what you want.

Have the right attitude, while avoiding dangerous situations, even if the boss is a pig's head, you can still survive, and sway.

Face pig boss 4 ways

Try to understand

Seek help

3. Manage yourself, not toward your boss

4. To minimize the emotional impact

The face of pig boss 3 taboo

1. Do not point to the incompetence of the boss

Do not go directly to the boss's boss

3. Do not go all the way - you have to deal with the bottom line and tactics

Management boss of the seven heart

Former ING Chairman of Ante Life Insurance Poon Sung Cheong is a creative "Variety CEO", for the leadership and management, often refreshing, but very precise insight. He often says that his biggest lesson after being a professional manager for decades is that "managing the boss is more important than managing the staff."

The successful manager should be very sympathetic to his remark. "Managing the boss is a manager's responsibility," Durak said long ago, "and that's a key factor in being competent as a manager." Only few managers understand the importance of managing their boss, and many think it impossible. get. In fact, the management of the boss, as long as you grasp the trick, it does not start up as difficult as you think.

Take Pan Sunchang as an example. In the same year, Aetna boss trusted him and did not have to report once in three months. However, he insisted every month to take the initiative to report on the business progress and financial conditions in Taiwan.

Later, the new owner ING Group, the Netherlands, strictly requires all local executives, to be reported every week, PanSunchang then invited an MBA top students, specifically to help him write a report. And this led him to conclude three pan-essentials of managing the boss:

First, let the boss think things under his control, but in fact you are in control of the situation.

Second, often take the initiative to report to the boss, let him feel at ease.

Third, the boss also has his difficulties and restrictions, so should provide complete information, let him make judgments.

Management boss, not to manipulate the boss, nor blindly snapped, but to work with the boss in the process, as best as possible, for the company, boss and create a win-win situation. If you want to manage your boss effectively, you have to empower your ability to "manage up," "lead up," and the experts offer seven things:

1. Know your boss:

"The first rule for managing your boss," said Drucker, "is to recognize that the subordinate's duty is to make the boss productive and productive ... so the manager must find out what the boss needs ... the manager People also need to know what the boss is good at, what his strengths are, where are the boss's limitations and weaknesses - those that the subordinates must support, assist and make up for the lack of bosses. "

Harvard Business School professor Jaballo and Kotter also pointed out that the relationship between supervisors and subordinates is actually "an interdependent relationship between two ordinary people who are inevitably mistaken." To manage this relationship, the first step is to Gain insight into your boss and yourself. In addition to the advantages and disadvantages of the boss, but also know what the boss goals and pressures; like what kind of work, how to get used to information, how to resolve the conflict?

2. Understand each other's expectations:

What kind of information does your supervisor want you to communicate? What kind of information? What are the goals?

Will take the initiative to explain in detail what the expectations of their superiors, after all, not many, so you have to find ways to find out. For example, write down a detailed job note, give it to your supervisor for approval first, and then talk to your boss one by one. Or find more opportunities to chat with your supervisor and discuss what is "good management" and "our goal."

In addition, you must tell your boss what you expect from your boss and try to get your boss to accept what you think is the most important part of those expectations.

3. Find out how to work with each other:

Jaballo and Kotter argue that if you have a clear understanding of yourself and your boss, it's not hard to find a way for both of you to work together, and if each one's expectations are clear Work efficiently.

For example, the supervisor processes information in different ways. The "listener-type" supervisor, who likes to report to him in person, can report to him first and then submit a note. " Reading "boss often likes to read the written information first, then you can put the important items in the report for him to see and then meet again to discuss.

In addition, you can also adjust the method of working according to the boss's decision-making style. Some bosses like to keep things under control, and it's best to report them regularly; others like to authorize, just let them know that you've made those important decisions.

4. Mid-level supervisors must "lead up":

Management adviser John Baldoni, in his new book, The Leader, encourages mid-level executives to think in the perspective of their bosses and take the necessary action, or upward leadership, in the company's overall interest.

Will take the initiative to explain in detail what the expectations of their superiors, after all, not many, so you have to find ways to find out. For example, write down a detailed job note, give it to your supervisor for approval first, and then talk to your boss one by one. Or find more opportunities to chat with your supervisor and discuss what is "good management" and "our goal."

In addition, you must tell your boss what you expect from your boss and try to get your boss to accept what you think is the most important part of those expectations.

3. Find out how to work with each other:

Jaballo and Kotter argue that if you have a clear understanding of yourself and your boss, it's not hard to find a way for both of you to work together, and if each one's expectations are clear Work efficiently.

For example, the supervisor processes information in different ways. The "listener-type" supervisor, who likes to report to him in person, can report to him first and then submit a note. " Reading "boss often likes to read the written information first, then you can put the important items in the report for him to see and then meet again to discuss.

In addition, you can also adjust the method of working according to the boss's decision-making style. Some bosses like to keep things under control, and it's best to report them regularly; others like to authorize, just let them know that you've made those important decisions.

4. Mid-level supervisors must "lead up":

Management adviser John Baldoni, in his new book, The Leader, encourages mid-level executives to think in the perspective of their bosses and take the necessary action, or upward leadership, in the company's overall interest.

How do middle managers lead up? Badoni believes that this requires a clever balance of management and leadership. "Upward management" refers to the process that you take care of and support for when boss is not busy. Leadership provides guidance and motivation. Therefore, "upward leadership" becomes a proactive process: Managers use the CEO's perspective to take care of the overall situation and not to be selfish and do something that can bring benefits to the organization.

5. When it comes to building your credit:

Most let the boss feel powerless, than there is a subordinate unbelievable, which will make him unable to trust subordinates to do the work. You have to build credit to be able to manage your boss effectively, and the best way to build credit is to do it and work reliably.

"If you can achieve your mission and your colleagues and your boss trust you, you have a positive impact on them," emphasized Badoni.

6. Take the initiative to strive for opportunities:

Do not wait for the boss to lead. You must take the initiative in your relationship with your boss and your company: take the initiative to do what you think the company should do, such as launching a new plan or pushing a business reorganization.

If you think the company needs to launch a new product, think of ways to sell to your boss. The key is to grasp the issues that are good for you and your company, and show your ability to think and act for your boss. Moreover, not only take the initiative to fight, but also to implement.

7. Do not manage difficult boss:

"Not every boss can be managed or led upward," Badoni warned. "Boys who like to bully others feel threatened when they see some subordinate take the initiative, so I would not advise you to lead this boss."

Management boss of the actual 10 strokes

Try to get your boss to see you.

2. Every day to talk to the boss.

3. From time to time take to the boss office shaking.

Find opportunities to help the boss to worry about.

5. When asking a question, also suggest several feasible solutions.

6. Completely reveal the facts, but also never hide.

7. Do not blindly complain.

8. Volunteered to accept the new challenges.