Leadership Secrets for Depending on Your Boss – The Counterdependent Manager

Depending on Your Boss

Are you working in a company or law firm where some managers have difficulty managing upward? Do certain leaders in your organization rebel against the boss’s authority? Does your company or law firm have boss-manager relationships that are open and honest?

One of the most powerful questions one can ask is “Does our organizational culture encourage open and honest communication between the boss and managers?” Emotionally intelligent and socially intelligent leaders pay attention to building work relationships where there is no fear of speaking truth to power.

Do leaders at the top in your organization encourage managers to manage upward? Are you a leader who models open communication by creating a workplace culture and climate where the workforce is fully engaged and happy? Are you able to create a high performance workplace where teams can achieve their goals aligned with the organizations’ vision?

The Counterdependent Manager

Some people’s instinctive reaction is to resent the boss’s authority and rebel against his or her decisions. A manager may even escalate a conflict to inappropriate levels.

Psychologists call this pattern of reaction to authority “counterdependent” behavior. The counterdependent manager sees the boss as the institutional enemy — a hindrance to progress and an obstacle to be circumvented or, at best, tolerated.

Reactions to being constrained are strong and sometimes impulsive. These managers strongly defend their sense of independence and self-sufficiency, making it difficult to accept orders, especially from a boss who tends to be directive or authoritarian.

Paradoxically, a manager with this predisposition is often a great leader to direct reports. These managers will go out of their way to support and go to bat for their departmental staff.

Working with a seasoned executive coach trained in emotional intelligence and incorporating leadership assessments such as the Bar-On EQ-i and CPI 260 can help you become an inspiring leader who knows your own strengths and weaknesses and the needs of employees. You can become a leader who models emotional intelligence and social intelligence, and who inspires people to become happily engaged with the strategy and vision of your company or law firm.

I am currently accepting new executive coaching and career coaching clients. I work with both individuals and organizations. Call 415-546-1252 or send an inquiry e-mail to [email protected].