Discover the people types in your supervisor – it’s worth it?

Doubtless, there are moments and situations in which you can not cope with the appearance and behavior of your supervisor. You may feel constantly controlled. Or you are frustrated that your supervisor, as so often in the past, does not give you clear guidelines and deadlines. And more and more, you get caught thinking about how your boss will “react today or what they say.”
With such thoughts you are not alone (perhaps you will comfort this a little). An American investigation showed that on average, American employees worried about how their own bosses behaved and behaved on average, 13 hours a week, and even 6.2 hours a week. So nearly 20 hours of their time. 

It is therefore not surprising that you feel stressed and this stress has an impact on your health. In the USA, 77% complain of physical stress symptoms – here only backache, headaches or stomach complaints are mentioned. 73% of the interviewees even claimed to suffer from psychological symptoms such as anxiety disorders, depression, panic attacks.
However, as you yourself know, stress also depends on how you deal with situations. You can therefore influence how you react to the stressful encounters with your supervisor. However, to ensure that you are really in control of these encounters, it is necessary that you recognize the 5 chef types and make your behavior stress-free.

The 5 Boss types – and how to deal with them

Supervisor-type no. 1: The Bully – The tyrant
This leadership is fond of exercising its power by threatening, cursing, criticizing, downplaying, humiliating, humiliating or offending one’s own employees. This can be done in many ways through:

  • Loud criticism, which is expressed before the entire team
  • Irony to biting sarcasm.
  • To ignore.
  • To ridicule.
  • Jokes and mocking remarks
  • To go over the mouth.
  • Threats of sanctions or other disadvantages.

To change this type:

  • Strengthen your self-confidence.
  • Never take his attacks personally.
  • Ask your criticism – in silence and in conversation with your supervisor.
  • Draw limits that you express verbally “In this tone I do not leave with me” or “I am
  • always open to criticism, but in a factual manner”.
  • Practice your quick-witted – but without directly attacking or disrespectful.
  • Check if there are special occasions when your boss becomes a bully. In such cases, think carefully about how you can counteract this, ie. What would you have to do to
  • prevent the bully from becoming active?
  • Supervisor-Type No. 2: The Micromanager – The Little One
    Instead of giving the employee scope for his / her work, each work step is not only specified exactly in its execution, but also constantly checked whether the instructions are followed. This leadership loses itself in details and thus acts rightly small-scale.

    To change this type:

  • Clarify step by step what your supervisor wants you to do.
  • Get his approval if you want to do a job according to your ideas.
  • Suggest control dates by yourself.
  • Fix the agreements if there are any inconsistencies later.
  • Check in which areas it is particularly small. Fulfill your ideas. Then he will not be satisfied alone, but his trust in your reliability grows – and as a result he will control you less.

    Supervisor-Type # 3: The Poor Communicator – The Silent Type
    A lack of decision-making, coupled with a lack of communication of information, characterizes this leadership. Far too often, he leaves his employees unaware of what company goals are pursued or what he actually wants from his employees. This creates a free space at work, but there is also a certain lack of orientation, which inhibits and frustrates. It is therefore difficult to work out self-directed.

To change this type:

  • Determine for yourself clear work objectives that you discuss with your supervisor.
  • Request information specifically. Ask for Name your own deadlines, which you can confirm from him. Fix these agreements in writing.
  • Make your own work decisions. Get for this the approval of your supervisor. Also fix these agreements.
  • Let your competences and your area of ​​responsibility expand, the more independent of your supervisor.

Build a network in the company that will help you get important information.

Supervisor-type no. 4: The Saboteur – The saboteur
This type of leadership is solely for your own benefit. Ideas, which the employee has released, are issued as their own, in order to make their own profile. Good results are named as the result of the personal leadership qualities, instead of linking them with the good work performance of the employees. On the other hand, failures, problems, difficulties and bad work results are written to the employees and blamed for this.

To change this type:

  • Continue to release ideas. However, you should only express these in the presence of witnesses against your superior. Always fix this in writing in your schedule so you can prove later that it was your idea. Use the company’s message-sharing system to bypass your boss.
  • Give yourself positive feedback to motivate yourself.
  • Disagree unjustified blame assignments strictly, but respectfully. “I have no responsibility for this problem. Rather, the causes are manifold … “
  • If there are bad results, draw clear boundaries, that is, Consider how this result came about, who or what was responsible, and make sure you share your insights.
  • Never allow yourself to be blamed or poor results. On the one hand, because you protect your self-esteem and provide the correct assessment for your work. On the other hand, because you should also think of your employee assessment, where your boss may give you a bad assessment because you are supposed to have worked miserably.
  • Make a note of the accusations and how you have invalidated them.

Supervisor-type No. 5: The Fickle boss – The emotionally fickle
Mood fluctuation makes these superiors less predictable. This emotional fickleness can appear as a choleric attack, reveal itself as a bad mood, turn into nervousness or even drift into the vine. Often, however, this type preferably favors a feeling mode, which he plays repeatedly in certain situations. This emotional instability often leads the coworker to tackle the bosses with velvet gloves.

To change this type:

  • Know the emotional pattern of your supervisor. How does it react when and why?
  • Try to filter out the triggers for your mood swings. This allows you to minimize its behavior and adjust it to the minimum.
  • Remember a fact: you are not responsible for the emotions of your supervisor, i. He decides on this behavior and he must also get it under control.
  • Win by this internalization distance in situations where your boss is emotionally fluctuating.
  • Do not spare him by keeping away from problems or triggering facts, so as not to trigger his emotional fickleness. In the end, you only aggravate the problems of individual situations.
  • You have the right to remove yourself. If your boss reacts cholerally, you should leave his office. “I agree with you that this incident is unpleasant. So let us continue to discuss the issue at a later stage. At the moment I do not see any possibility for this because of the strong emotionality. “
  • Ask your (possible) uncertainty. What are you afraid of at this moment? What irritates you about his behavior? What do you think you should do now?

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