Successful strategies for dealing with a micromanaging boss

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Does your manager delegate tasks only to spend the whole time peering over your shoulder, picking over the details or even reclaiming the project before you’ve had a chance to finish? You’re not alone – 72% of everywomanNetwork members have been on the receiving end of such behaviour.[i] Rather than dismiss your boss as a micromanaging control freak, the solution, says executive coach, Pippa Isbell, is to position yourself as a successful ‘delegatee’ (log in to listen to her webinar on the topic) – that is, someone who can be relied upon to get done any task a superior hands down.  

DISCOVER WHAT MAKES YOUR BOSS TICK

You don’t have to watch someone for very long to get a clear picture of what drives them, what’s currently challenging them and what they wish they could offload. Pay attention to how your boss responds in meetings, how their diary is looking or what seems to be on their mind. Understanding him or her puts you in the best possible position when you ask for more trust and responsibility. Try to work out what they wish they had more time for, and which tasks currently prevent them from doing that exact thing. If you draw a blank, use your 1-2-1 time to diplomatically ask the question.  

IDENTIFY YOUR MANAGER’S DELEGATION BLIND SPOT

If your boss hasn’t been delegating because there was nobody in the team with the right skillset, you can make headway by asking if you can shadow him or her or get some training in the particular area you’d like to take on. But if your manager just never seems to share the load despite help being available, ask yourself why that might be the case. Are they under such time pressures that they think it’s quicker to do things themselves rather than train up a newbie? Or are they mindful of overburdening your own workload? Perhaps they’re concerned you’ll fail, or, on the flipside, they might have insecurities around you outperforming them. If you pitch your request right, you can navigate around all of these reasons and excuses. You could, for example, suggest that the entire team be trained up in a particular task so that a rota can be drawn up for dealing with a regular chore. You might need to design a thorough plan together to show that you’ve really thought about how you’ll make a success of it. Or if your boss is the type who wants all the glory, frame your request in a way which makes it clear you want to make them even more successful rather than steal the limelight for yourself.  

FIND OPPORTUNITIES WHERE YOU KNOW YOU WILL SUCCEED

Your ultimate aim is to get the boss to delegate tasks that will stretch your skillset, make your role more interesting and open up new opportunities. But if there are trust issues or your boss struggles with letting go, it’s best to start with a task you know you can deliver to a high standard. Conduct an analysis of your strengths, paying particular attention to areas your boss has been complimentary about in the past or lacks him or herself. Of those, which could your boss make the best use of right now?  

CHECK THAT YOU’VE UNDERSTOOD

“My boss delegates tasks but gets frustrated when they aren’t done quite the way he’d expected. What can I do?” asks an everywomanNetwork member. The solution to this very common problem is to clarify your understanding of the task from the outset. Go back to your boss and reiterate to them the goals as you understand them. At this point you should voice any concerns you have, ask for any information or knowledge you feel is lacking and agree your plan of action. Depending on the complexity of the project, you might need to decide on task milestones, how regularly you’ll catch up to discuss progress, and what resources are available to you. Assure your boss that if you get stuck or need their advice you’ll come to them immediately. Make it clear you understand the importance of the task and that you appreciate being trusted with it.  

BUILD UP TO A STRETCH ASSIGNMENT

Once you’ve had a few successes with the routine tasks your boss has handed down, you can start to position yourself for delegation in a way that further elevates your career. Look for opportunities to take on projects that will demand more of you and will stand you in stead when you embark on that next rung up the career ladder. Acknowledge any skills or experience gaps which make this a riskier proposition for your manager, and demonstrate that you’ve considered how you’ll navigate the challenge.  

[i] everywomanNetwork poll: August 2016

More like this on the everywomanNetwork

Understanding your boss: the key to a successful partnership Your 1-2-1: 6 ways to get more out of meeting the boss Workbook: Managing upward with success

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