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Dealing with difficult bosses
Dealing with people is not al
ways as smooth and seamless pro
cess. When that challenging per
son is your bou&nm must use
savvy, skill and bit excellent
timing so that you can not only
survive, but also thrive in your
mt‘ion. Let’s talk about three
of bosses: the slave driver,
thebully, and the disorganized one.
The slave driver boss
Ifyou find yourself with too much
work to do and your boss keeps
piling more on, you will need to
talk with him/her about lighten
ing your load. Remaining silent
and doing all of the work sends a
message that, although difficult,
the work is possible to complete. It
is not until you speak up that your
boss will truly understand your
suffering. Keep in mind that bosses
often do not know how long it
takes to do specific tasks. Lighten
ing a load that is truly too great is
not the same as trying to shrink
your responsibilities.
Plan your approach. You cer
tainly do not want to be perceived
as lazy, demanding or complain
ing. Management consultant
Muriel Solomon suggests saying
“Iwould like to call your attention
to a problem we have been experi
encing since the layoffs—the diffi
culty in getting the work done in
time. Here is a list of time esti
mates for my present tasks. These
take 140% of my regular work
week, 80 I have to know which get
priority.”
To avoid the perception of being
a problem creator or whiner, be
prepared with a couple of alterna
tive solutions. Ask whether your
New registry to improve adoption proceedings
. A new Georgia law has estab
lished a Putative Father Registry
~ for men who believe they may have
fathered a baby. This will allow
_ them toidentify themselves as that
~ child’sfatherifthey were not mar
ried to the mother. “Putative” is
defined as “generally regarded” or
“supposed.”
The purpose of the registry is to
entitle a man to be notified if the
. child should be placed for adop
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boss wants others to take over
those tasks left undone; should
temporary workers be hired or
floating workers called u|pon. Ad
ditional options could include put
ting some of those tasks on K:ld
for aset amount of time, or stream
lining the way in which work is
done, This is a decision appr&fi
ate for your boss to make. Con
clude the discussion by saying:
“Although you are demanding, you
havealways been fair. If 1 am going
to put in a lot of extra hours, I am
going to need some changes in my
schedule. Can we talk about flex
time or more personal days off
after the crunch time has passed?”
The bully boss
Bully bosses can run the gamut
from brilliant, competent and
highly knowledgeable to incompe
tent and clueless. Being put down
in front of others, being attacked
for both real and perceived mis
takes, yet never praised, having
your projects micromanaged, or
continually questioning your ad
equacy or competence are com
mon bully tactics. There are rea
sons why people get away with this
kind of behavior. Bullies flex their
muscles on those who do not have
direct authority over them. They
rarely treat their boss in this cava
tion. However, the registry does
not establish legal paternity. It is
for the purpose of determining if a
child is free for adoption. Before
an adoption can take place, the
court checks the Putative Father
Registry to see if a father is listed.
The intent of the registry is to
enahle courts to be sure that a
child can be adopted. This can
prevent unhappy situations where
lier manner. Recipientsrarely com
plain for fear of retaliation,
Although you cannot chan
another person entirely, youprot
ably can modify their behavior to
ward you (if not others). You will
have to discuss the situation, Dur
::lg" th‘i:m convorul;ioi:, which the
probab terpret as a
eonzonution. be sure that it is
conducted in private, Explain that
certain behavior (being yelled at,
cursed at), is not an c??octivc way
for you to be managed. Focus only
on specific behavior and recent
examples, i.e. “When you laughed
at my recommendation at
Tuesday’s staff meeting in front of
my team, it made it difficult for me
to work with them later that day.”
mt that your boss give you
fi k in private when you have
made a mistake. Prior to your con
versation, it can helpful to talk
with someone in human resources
about the problem. They can give
you suggestions and maybe even
role-play your conversation with
your boss to give you practice and
help you to be more comfortable.
The disorganized boss
This person may be wonderful, a
great team player, and excellent to
work for. However, if his/her dis
organization undermines your
a parental claim could be made
after an adoption hasalready taken
place and the child has become
part of his new family.
The Putative Father Registry is
now ready to accept names. If a
man believes he may be the father
of a baby, including unbern ba
bies, he can place his name on the
list. No fee is required.
To enter his name on the list or
ability to work effectively, there
aresome strategies. Be clear about
what your boss needs to retrieve
‘ugly and what :fhould rullyb ml‘:yll
nto your area of responsi "
Ask for permission to reorganize
their his/her files and papers. Make
it easy for the manager to relin
quish paper by demonstrating that
g sy - byt
pers. n your filing system
and consider keeping a log so that
others can find files easily or if
they forget your explanation, can
refer tothe log. Rather than catch
ing your boss on the fly, set an
appointment for the conversation.
Be aware of when would be the
best timing for this discussion.
Right before a meeting when the
disorganized person is probably
frantically tryinf to get all of the
items together for the presenta
tion, is not a good idea. As with
other sensitive issues, focus on be
havior, not personality.
Odette Pollar is a nationally
known speaker, author, and con
sultant. Her book, 3656 Ways to
Simplify Your Work Life is avail
able at book stores. Her company,
Time Management Systems, is
based in Oakland, Ca. Call 1-800-
699-TIME or e-mail at
Opollartms@aol.com.
for general information about the
registry, a man may call 404-657-
4121. For more specific informa
tion about the registry or rights
concerning adoption proceedings,
he should contact an attorney.
The Putative Father Registry is
maintained by the Vital Records
section of the Georgia Department
of Human Resources Division of
Public Health.
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