ne coaching sessions – simply take the initiative to schedule "briefings" with your manager. Ask specific questions that will generate the feedback that you seek.

Taking initiative in a safe and non-threatening way, for the dual purpose of getting what you need and identifying how you can make your supervisor’s workload lighter – will certainly serve you well.

Specifically ask your supervisor what she needs to make her job easier, and the team more successful. OR,

"Experience is not what happens to a man; it is what a man does with what happens to him." - Aldous Huxley

Ever have one of those supervisors that just didn’t quite get it?

Perhaps you even wondered from time to time how in the world this person ever became a manager in the first place?

The truth is that most of us, at some point in our career, will experience this firsthand. No doubt, it’s a tough situation to be in when you work for someone whose leadership skills are less than desired.

So what can you do?

First of all, remember that a majority of leaders in any organization do not hold the #1 position in the company. Don't let one unreasonable manager ruin your opinion of the entire organization.

Understand that within any reporting structure/hierarchy, there will typically be challenges in even the best reporting relationships. Clearly realize that your particular situation may not be that unique. Chances are, the grass will be no greener elsewhere.

Keep in mind that your supervisor may be well aware of his weaknesses and has hired you to help him compensate.

One trait common among great leaders is their ability to surround themselves with team members that compliment their strengths and/or compensate for their weaknesses. So there's still hope!

Keeping the above in mind, let’s take a look at some way you can effectively "Manage UP"!

- Accept your supervisor as he/she is, and commit yourself to helping him be successful. In the long run, everyone wins with this strategy.

- Realize that you are in control of your actions and you can work to improve your business environment.

- Focus on ways you can help your manager provide the resources you need to do your job well.

For example: If you feel you need more feedback from your manager, yet he does not provide regular one-on-one coaching sessions – simply take the initiative to schedule "briefings" with your manager. Ask specific questions that will generate the feedback that you seek.

Taking initiative in a safe and non-threatening way, for the dual purpose of getting what you need and identifying how you can make your supervisor’s workload lighter – will certainly serve you well.

Specifically ask your supervisor what she needs to make her job easier, and the team more successful. OR, i

someone whose leadership skills are less than desired.

So what can you do?

First of all, remember that a majority of leaders in any organization do not hold the #1 position in the company. Don't let one unreasonable manager ruin your opinion of the entire organization.

Understand that within any reporting structure/hierarchy, there will typically be challenges in even the best reporting relationships. Clearly realize that your particular situation may not be that unique. Chances are, the grass will be no greener elsewhere.

Keep in mind that your supervisor may be well aware of his weaknesses and has hired you to help him compensate.

One trait common among great leaders is their ability to surround themselves with team members that compliment their strengths and/or compensate for their weaknesses. So there's still hope!

Keeping the above in mind, let’s take a look at some way you can effectively "Manage UP"!

- Accept your supervisor as he/she is, and commit yourself to helping him be successful. In the long run, everyone wins with this strategy.

- Realize that you are in control of your actions and you can work to improve your business environment.

- Focus on ways you can help your manager provide the resources you need to do your job well.

For example: If you feel you need more feedback from your manager, yet he does not provide regular one-on-one coaching sessions – simply take the initiative to schedule "briefings" with your manager. Ask specific questions that will generate the feedback that you seek.

Taking initiative in a safe and non-threatening way, for the dual purpose of getting what you need and identifying how you can make your supervisor’s workload lighter – will certainly serve you well.

Specifically ask your supervisor what she needs to make her job easier, and the team more successful. OR,

that unique. Chances are, the grass will be no greener elsewhere.

Keep in mind that your supervisor may be well aware of his weaknesses and has hired you to help him compensate.

One trait common among great leaders is their ability to surround themselves with team members that compliment their strengths and/or compensate for their weaknesses. So there's still hope!

Keeping the above in mind, let’s take a look at some way you can effectively "Manage UP"!

- Accept your supervisor as he/she is, and commit yourself to helping him be successful. In the long run, everyone wins with this strategy.

- Realize that you are in control of your actions and you can work to improve your business environment.

- Focus on ways you can help your manager provide the resources you need to do your job well.

For example: If you feel you need more feedback from your manager, yet he does not provide regular one-on-one coaching sessions – simply take the initiative to schedule "briefings" with your manager. Ask specific questions that will generate the feedback that you seek.

Taking initiative in a safe and non-threatening way, for the dual purpose of getting what you need and identifying how you can make your supervisor’s workload lighter – will certainly serve you well.

Specifically ask your supervisor what she needs to make her job easier, and the team more successful. OR,

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- Accept your supervisor as he/she is, and commit yourself to helping him be successful. In the long run, everyone wins with this strategy.

- Realize that you are in control of your actions and you can work to improve your business environment.

- Focus on ways you can help your manager provide the resources you need to do your job well.

For example: If you feel you need more feedback from your manager, yet he does not provide regular one-on-one coaching sessions – simply take the initiative to schedule "briefings" with your manager. Ask specific questions that will generate the feedback that you seek.

Taking initiative in a safe and non-threatening way, for the dual purpose of getting what you need and identifying how you can make your supervisor’s workload lighter – will certainly serve you well.

Specifically ask your supervisor what she needs to make her job easier, and the team more successful. OR,

ne coaching sessions – simply take the initiative to schedule "briefings" with your manager. Ask specific questions that will generate the feedback that you seek.

Taking initiative in a safe and non-threatening way, for the dual purpose of getting what you need and identifying how you can make your supervisor’s workload lighter – will certainly serve you well.

Specifically ask your supervisor what she needs to make her job easier, and the team more successful. OR, if you have your own ideas – offer those ideas for consideration.

In short, do your best to be supportive and helpful, yet be prepared to be patient in the event that your strategy is not accepted as quickly as you would like. You can’t control what anyone else does, but you can always control what you do.

In the event that your supervisor is just one of those "evil-beings" – have faith that what goes around, comes around. It’s just a matter of time until circumstances will change for the better.

Be successful in spite of an unreasonable manager.

Above all else, stay on the "high road" – as it will always serve you well.

"Success is never final and failure never fatal. It's courage that counts." - George F. Tiltonood