Standing Up to the Boss

There are two sides to being a good manager. On one hand, a manager has to establish a positive working environment that allows people to challenge ideas and creates a team of thinking, committed people capable of producing the kind of innovation and productivity required to succeed. On the other hand, a manager has to be a good subordinate by challenging his boss.

A smart manager does not sit back and protect his job by agreeing with everything his boss suggests. That may be the easy option, but it is a manager’s responsibility to be honest with his boss and to tell him what he really thinks. This is particularly important when a manager disagrees with his boss.

Find the confidence to discuss issues openly, frankly and with the best interests of the company at heart. Give the boss as much information and as many options as possible. A manager needs to be professional about it, but should be candid too and not afraid to fight hard for what he believes is right.

Argue Points Strongly

When a manager is convinced his position is right, he has to argue his points strongly. Obviously, a manager will want what is best for his team and be keen for things to be done in a way that will benefit his department. Those are worthwhile causes worthy of a manager’s backing, but he should not overdo it.

Timing can be important. A manager is unlikely to get a good hearing if he approaches a boss who is overloaded with work. Instead, ask when is suitable and make an appointment. Also, a manager is more likely to have ideas and proposals taken seriously once he has earned the right to be heard, so work hard to impress senior management staff before making an approach.

A manager has to accept that he will not win every battle. After all, the boss is looking after the interests of an entire organisation, not just one department. An element of negotiation has to be involved, therefore. A manager should remember that he will negotiate other issues with his boss in the future and, for this reason alone, must learn to disagree without being disagreeable.

Support The Final Decision

Once the boss has made a decision, the discussion, arguing and dissent has to stop. In fact, a manager has an obligation to support his boss in that decision, even if he disagrees with it. After all, a manager would expect the same from his team members, so he should be willing to practice what he preaches.

Of course, it is not easy for a manager to get his points across if the company does not allow dissent and castigates those who suggest alternative ideas. Such attitudes will create an environment of fear, ill-feeling and stagnation and should be challenged by a manager.

Try to encourage the company to foster a culture that values differing opinions rather than one full of similar individuals who are either unwilling or unable to offer a different perspective. Management staff with the confidence and courage to show dissent should be rewarded, as should those who offer creativity and original thought in decision-making processes.