Meet the new boss. Garner their trust like the old boss

Meet the new boss. Garner their trust like the old boss | practice | 5 signs you may be a toxic leader
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November 29, 2023
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Leading the Way
Meet the new boss. Garner their trust like the old boss
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When a new boss comes in, you may wonder what the future will hold for your position and career, but leadership coach Scott Eblin writes that it's the perfect time to shift gears and help your new boss succeed by listening for what they need and beginning to build a relationship based on mutual trust. When you consistently display credibility, competence and sincerity, "any concerns you've had about maintaining your power and influence usually take care of themselves," Eblin concludes.
Full Story: Eblin Group (11/28) 
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Put it into practice: Have empathy for your new boss, who may be having "lonely at the top" emotions as they get their bearings in their new position, Eblin writes. "Beneath that seemingly confident exterior, it's quite likely they're feeling at least a bit nervous or anxious about their own future success."
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Disrespectful. Noninclusive. Unethical. Cutthroat. Abusive. These five attributes were most commonly mentioned as problems with toxic leaders on a study of more than 1.3 million Glassdoor reviews, notes consultant S. Chris Edmonds. Companies can avoid -- or end -- turmoil or toxicity by "eliminat[ing] these toxic cultural attributes from every corner of their organization," says Edmonds.
Full Story: SmartBrief/Leadership (11/28) 
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Put it into practice: Formalize desired behaviors "that you want every leader to model in daily interactions," Edmonds suggests. Twice-yearly employee surveys can pinpoint problems among managers, and then they must be coached or mentored for rapid improvement.
Read more from S. Chris Edmonds on SmartBrief on Leadership
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When the message you're imparting to your boss or your team is met with silence, inaction or an unadvised action, your choice is between "more frustration or ... better collaboration," leadership experts Karin Hurt and David Dye write. "You still have an opportunity (and responsibility) to say something ... ask questions, understand the goals, and help your leaders understand the realities confronting your team," Hurt and Dye explain.
Full Story: Let's Grow Leaders (11/27) 
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Put it into practice: Make sure your boss is aware of the trade-offs their decision creates and suggest solutions. If your team isn't getting the message you're imparting, ensure they have the training, encouragement and accountability they need -- and provide "the rich texture of 'why,'" Hurt and Dye say.
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In Their Own Words
Exec: Don't hesitate to act when changes are needed
(Pixabay)
Jochen Reiser, president of the University of Texas Medical Branch, encourages leaders to validate their assumptions and ask difficult questions so they can "dare to act." "I have found in my career, acting upon information in a good moment and being a little bit opportunistic, is better than holding it out, and sort of like being overly cautious," Reiser says.
Full Story: Chief Healthcare Executive (11/27) 
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Daily Diversion
Are the Cookie Monster's cookies real? Me want answers!
(Jim Watson/AFP/Getty Images)
When Sesame Street's Cookie Monster devours his favorite treat, what he's eating is more like a dog treat than a human-grade cookie. Puppet wrangler Lara MacLean has been baking the cookies since the early 2000s by combining coffee, pancake mix, Grape-Nuts, puffed rice and water, topping them off with colored glue for the chocolate chips. Before then, foam and rice crackers were used, but they would get matted in Cookie's fur.
Full Story: The New York Times (11/27) 
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SmartBreak: Question of the Day
"Flying vehicles" like the upcoming Volocopter have been around since forever. Who test-piloted the Aerobile of 1937?
VoteAvery Arrowman
VoteLucita Toel Ul Laputa
VoteWaldo Waterman
VoteOrville Wright
About The Editor
Candace Chellew
Candace Chellew
Chellew
You've been lucky if you haven't worked for a toxic boss. I've had a few in the past, and S. Chris Edmonds is right on the money about their traits -- disrespectful, non-inclusive, unethical, cutthroat and abusive.

Such leaders can be found at every level in an organization. All they need to flourish is a little bit of power -- and if they're making a profit for the company, it's harder to get rid of them. However, leaders who value a non-toxic culture will do all they can to create one, including showing such managers the door, modeling the behavior they want and rewarding their direct reports who follow their lead.

How have you dealt with toxic bosses or direct reports? Let me know!

If this newsletter helps you, please tell your colleagues, friends or anyone who can benefit. Forward them this email, or send this link.

What topics do you see in your daily work that I should know about? Do you have praise? Criticism? Drop me a note. And don't forget to send me photos of your pets, your office and where you spend your time off.
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