Building leaders is one of the most important leadership tenets and yet
this is somehow seen to be the prerogative of the HR department in most
organizations. Not surprisingly, many ‘so-called leaders’ these days are more
focused on making themselves indispensable – so, while many of them ‘feel’ that
they are encouraging and fostering leaders, most of their team members feel
otherwise. Irony!
To reflect a bit more in-depth into this topic, is it a fact that an
employee is as good as his/her boss? All bosses are subordinates too so if your boss has a limited perspective,
if your boss is not assertive, if your boss is not influential, if your boss is
struggling to grow himself in the organization while you are wildly ambitious, where does that put you? I
will put it mildly – you need to change your boss.
Looking back, throughout my corporate career I have been lucky to have
had bosses who have been influential and resourceful (except maybe once!). And
hence I was lucky that I got the needed visibility, exposure and opportunities
throughout my career. Imagine what a leg-up that is in the corporate ladder!
Have you ever felt that your peer has surged ahead in the career graph because
s/he had a better (read more influential) boss? Well, you are not alone!
If you are ambitious and your boss is not, if you are committed and
your boss is not, if you are politically savvy and your boss is not, if you
know your way around an organization and your boss does not, rest assured that
your boss-subordinate relationship will not last for long. I have seen too many
casualties in the corporate battleground just because the subordinates’
ambitions conflicted with those of the boss.
So, how does one handle such situations?
Rule #1: When in the boss’ playground, play by the boss’ rules. What
that means is that as long as you are in your boss’ team, ensure that you treat
your boss as the captain. You have to keep him fully updated, you have to
ensure you DONOT bypass him. Even when you are tempted to redefine the playground
boundaries, DONOT do it unless your boss approves
Rule #2: Define your own boundaries within the playground. What that
means is be absolutely clear about what is and can be expected from you, what
will ensure your next promotion, what you will and will not do. Ensure you have
defined your own goals as objectively as possible to leave room for no
ambiguity.
Rule#3: Find a mentor. These days most organizations have a buddy—mentor
scheme. If a mentor has not been assigned to you already, do ensure you find a
mentor within the organization. A mentor is somebody who knows your work, who
will readily vouch for you and who is ready to guide you. A good mentor is one
who is already successful in the organization, knows her/his way around, is a
leader who you aspire to be and who is either your boss’ peer or your boss’
superior in the organization structure.
Rule #4: Look out for a move. It is a given that this relationship is
not a long lasting one and given your basic ideological conflicts, the longer
you spend in this playground, the more conflicts you will have with yourself
and with your boss. Ensure your boss is aware of your motives, so s/he can help
with the same (easier said than done? Actually, a good boss will know when to
let go a good performer who has begun to outgrow him!). So, what if you like
this playground and your teammates and your captain? Ask yourself, what is of
higher priority for you - Playing in the playground you like or playing for the
captain who can make you a captain some day!
Bottomline, your growth in any organization is limited by your boss’ capabilities
and his perspectives. And it is entirely upto you to take your career in your
own hands. What are you waiting for?
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