November 5, 2020, 8:30 a.m. to 6 p.m. EDT | November 6, 2020 – February 7, 2021, On-Demand | Online Conference
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So there are many things you could probably try but I will cut right to the chase - 9 out of 10 times bad management practises i.e. a lack of support is symptomatic of a larger problem within an organization. Changing weak leadership from the bottom up is very very difficult, if not impossible. Before embarking on any efforts to 'fix' the problem first determine if this is the case. Is this weak leadership only with this specific manager? If he/she has been in a management position for a long time then it most probably goes beyond just them - walk away (actually run)
You should handle this with your guy personally.
Only then he will respect you, trust you and eventually cooperate.
Find out why he behaves like he does, it may be that he thought he should become the interim PM and not you, that he sees no value in you as you are junior, or whatever.
Ask if you can have a 1:1. If so, start with explaining your frustration and the signs from him that created this frustration. Use the sequence: his actions are interpreted by you create your emotions determine your actions. Focus on what his actions were. Explain to him your interpretations (he does not know them yet). Tell him about your feelings.
Let him explain his reasons for his actions (and you will find out your interpretations were wrong).
Make sure in any conversation that you establish a common ground / purpose and mutual trust (e.g. be vulnerable, honest).
A good book on how to do this is 'Crucial conversations'.
Get a mentor.
Be humble and try to help where you can. As junior this is important, many seniors defend their status.
Do you understand "why" he is behaving this way? Could he perhaps have TOO much work on his plate and doesn't see your project as his #1 priority? Have you had a 1:1 discussion with him OR with his functional manager?
Have a private conversation with him, to get information about his intentions, perspectives around the project. This information would help you to choose a conflict resolution way. In most cases, the best conflict resolution is Collaborate/Problem Solving approach, finding solutions in an open dialogue, achieving a favorable result for everyone.
Thanks everyone. He has another piece, 0.5 FTE assigned to his BAU and 0.5 FTE to this project. He is unhappy with the company, the project, the project structure and meeting frequency, as well as his capacity. All of which have been raised to his manager, my manager, the PM and senior sponsors as to be accommodating and changing this to suit. They also changed his workload and gave him extra resources and this behaviour has not changed.
I believe you may be right that I have to have a 1:1 with him about my feelings, not meekly (as I end up turning into), and have a discussion on how we can turn this around to a win win.
Thanks everyone for your responses, I appreciate it.
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