The Egocentric
Be aware of her need to feel important. Update her on your work, particularly about anything that is visible to higher ups. She wants to look good. Who doesn’t? Let’s say you have an idea but aren’t sure if she will support you on it. When you present it, you should explain how this idea will help establish your department as a leader in a certain area. Or, basically, how it will make her look good. You should demonstrate how doing this is forward thinking, innovative, financially sound, etc. Also, use phrases like “I wanted to see what you thought about this before I move ahead with it”, or — and this one can be magic — “I want to get your take on this, but I defer to you.” You have to make sure she doesn’t feel that you are threatening her power. Eventually, you will build trust if she knows that you will run things by her first.
With the egocentric, you need to pick your battles. Don’t argue for the sake of arguing! Make a conscious decision about what you want to push back on and what you will let slide. If she suggests something that you don’t agree with, you can question it and strategically “fight back.” Explain how whatever it is that you disagree with will put your department (and more specifically, your boss) at a disadvantage.
The Perfectionist
This person has to have it done “just so” and genuinely believes that his way is the only way to do things. This was certainly the case with my “That’s not how I would have done it” boss. The perfectionist has a low tolerance for approaches that are different than what he had in mind. Someone that particular about how work is done will literally look over your shoulder and make corrections as you are doing the work. This reluctance for new approaches and fear of having things done in a less tried-and-true approach is debilitating.
The perfectionist needs reassurance that you will follow his directions. I know that you can feel extremely frustrated when your perfectionist boss has an expected outcome in his head, but doesn’t share that with you. He assumes that what he is thinking matches what you will do. Since you are not a mind reader (although, if you can do this, please contact me and share the details), it is important to ask your boss questions that clarify his expectations upfront. When he gives you a task, ask about his desired format and the level of detail he expects. It is particularly helpful to understand what he will do with whatever it is that you complete. Will the information be shared with his boss? Is it background information that he is using for a client meeting? Is he going to insert your draft into another report he is creating? Whatever it is, once you understand the importance of this deliverable to your boss you can determine the level of care and feeding it deserves.
If you think you won’t be able to deliver on a deadline, let your boss know immediately. Nothing ticks the perfectionist off more than someone who doesn’t follow directions or meet deadlines. Also, observe the hot buttons for your boss. I know someone at work who detests the word “leverage” and you’d better believe I avoid using that word in any correspondence.
The Micromanaged Micromanager
This boss has someone (or many people) micromanaging her! Since she is being criticized and scrutinized by her boss, clients, users, media, whomever, she is reacting by breathing down your neck. It’s a bad case of dominos and you are suffering because of it. She may be jittery, defensive or downright unpleasant. Of course, the problem is compounded if she is also a perfectionist or egocentric.
Your micromanaged manager needs to know that you support her and that you want to help her and your office address the critics.By turning your radar on, you should be able to get a glimpse of the scrutiny your boss is under. Your observations of your boss’ boss and the overall flow of information, and power, at work will be informative.
As with the Perfectionist, when she gives you an assignment, you want to be sure to understand why your boss needs it and what she will be doing with it. Ask questions like “Would it make things easier for you if I <insert whatever it is>?” For example, “Would it make things easier for you if I drafted the email for your review first?” or “Would it make things easier for you if I added a mockup to the proposal?” She needs to know that you are on her side, and you will be amazed how the dynamic can change once you figure out who she is trying to please and why. Nothing units people like a common enemy. You must position yourself as someone who helps her succeed instead of another critical person who is waiting for her to fail.
Of course, none of us fit into a box. But, the important thing to realize is that most micromanagers are acting that way out of fear and insecurity. Once you understand your boss’ motivations and pressure, you can respond in a way to build trust, relieve them of some of their fear and soon get some control over the micromanaging. Head it off at the pass!