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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 W88A.... Augusta's best mix of music Enjoy the Memories on Dick Shannon’s Golden Hour Weekdays at 11 a.m. on WBBQ 104.3! Odette Pollar ON INGEREABINGY PRODUCTIVITY 4 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. b Don’t Pay Too Much For Car Insurance! 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