Consider these scenarios:Įarlier in my career, a dean at my school (who used to be a peer) asked me and another colleague to lead a significant change effort. How you respond will depend on the root cause of the problem. Once you have a clearer picture of the symptoms, try to understand why your boss is behaving the way he or she is. It may well be that once you’ve checked your facts, your boss’s behavior will look better than it did at first glance. Try to speak with colleagues who may disagree with you, instead of seeking corroboration from the ones you know share your point of view.

If you are significantly annoyed by your boss’s “lack of engagement,” you may be missing the instances where your boss is actually engaged. Human beings suffer from confirmatory biases - the propensity to observe, interpret, and remember reality in a way that “confirms” the labels we have already stuck on people and situations. Then, ask yourself: Are you the only person who is observing this kind of behavior or is your boss showing the same patterns with other employees? Are you the only one who seems to mind the situation? Try to be as objective as possible. Is the problem insufficient contact? Not enough discussion? A lack of follow-up? Disinterest in information? You and Your Teamīest practices for interacting with your boss. With this definition in mind, think about what’s bothering you most. How do you manage the situation? First, let’s define the terminology: Let’s say you’ve got a manager who’s too much of a hands-off boss for your taste. These managers are generally able to intervene before things get out of hand and possess enough granular knowledge to offer insightful suggestions, but they often reduce empowerment by stifling initiative and consuming a lot of employees’ energy by asking for too much follow-up. A hands-on manager is similarly problematic. On the other hand, they can sometimes be so removed from the action that they’re unable to intervene when needed, making employees feel like they’re left to fend for themselves. On one hand, these bosses give employees considerable initiative and empowerment. Having a hands-off manager can be a double-edged sword.

Hands off leadership style