How to deal with your boss’s personality

Learning how to manage bosses with different personalities is a vital component of your career success

The Idealist: The sky is the limit

Clearly define what portions of their request you believe to be truly realistic and doable and go and get them done efficiently and effectively. Do this while being grateful for the opportunity to achieve such tasks and be of service and value. Then clearly define what portions of their request you believe to be clearly unrealistic and undoable within their requested time frames and ask them for feedback tips on how they suggest that you might be able to fulfil their desired task in the time they have allotted. Let them know that you would love to fulfil their expectations, but could use their assistance and their years of experience to help you. Reflect on where and when and to whom you have expected and imposed possibly unrealistic expectations as well. Reflective awareness enhances communication.

The People-lover: Have you heard the latest?

Politely thank your people-loving manager for their attention, conversation and information. Let them know that it might be wise, considerate and most respectful to speak directly with the individual they are discussing. Then suggest that you now be allowed to get back to your work to use the remaining company time that day for your most urgent and highest priority tasks at hand. Introspect and reflect on where and when and to whom you have played the role of the people-loving manager. Reflective awareness empowers relations.

READ MORE: How to spot a toxic boss from the interview stage

 The Results-driven Boss: What’s in it for me and will it make me look good?

Respectfully ask your results-driven manager what specific outcomes they intend to achieve and how you could most effectively and efficiently assist them in achieving them, bearing in mind the time available within your current responsibility load. Also ask what other projects they would prefer you to put off or give less attention to until the primary projects are achieved and concluded. Ask how else you might you be of service to them in helping them achieve their aim and be recognised. If you help others fulfil what they would love, it helps you ultimately achieve what you would love. Introspect and reflect on where and when and to whom you have played the role of the results-driven manager.