Let your peers fight their own battles and talk for themselves, and respect your superior’s decision if he or she refuses to see your argument. Try to keep negative emotions in check. How you respond might even lead them to reconsider their decision later, or to seek out your input on another matter.
There are some bosses and work situations that can cause mental stress and anguish. If your boss uses bullying tactics, or is doing something immoral or illegal, then leaving may be your only option. “There’s a limit to the value of exposing yourself to an intolerable situation,” Ms Thompson said. “If staying in that situation is having a long-term impact on your life, then consider walking away.”More related stories
How To Disagree With Your Boss (SUCCESSFULLY!)
When is it appropriate to challenge your boss?
It can be useful to challenge your boss in situations where you feel the need to advocate for yourself or your colleagues. With this, there are many situations in which you may be able to offer your supervisor feedback or advice regarding their decisions. Here are a few examples of situations in which such interventions may be appropriate:
11 ways to challenge your manager successfully
Here are 11 ways you can successfully challenge your supervisor to better advocate for yourself, your team and the interests of your organization:
1. Use data to your advantage
When preparing to speak with your supervisor to confront them about a workplace issue, try to use data to your advantage. Compiling statistics and figures to back up your perspective can help you better persuade them. From here, your supervisor may be more willing to accept your ideas and work with you to generate shared solutions.
2. Flag the topic early
If you notice an issue at work, try to flag the topic with your supervisor through casual conversation before speaking formally with them about it. You can suggest that you may want to speak with them at a later date to gain more clarity or discuss an issue that youve been thinking about changing. This can help you create a solid foundation for a more complicated discussion.
3. Validate and build
When challenging your supervisors perspective, try to validate their viewpoint and build on it. You can reframe what they say and make additional suggestions geared toward your perspective. This can help you take their ideas into account while still advocating for your own.
4. Ask questions
Try to be inquisitive when challenging your supervisor so you can gain a full understanding of their perspective. Having a better idea of the reasoning behind their decisions can help you generate a more effective strategy for sharing your ideas. Asking the right questions can lead your supervisor toward drawing their own conclusions about how their decisions affect you and your team.
5. Speak up in a group setting
It can be nerve-wracking to speak up about your perspective in a one-on-one meeting with your supervisor. When discussing issues that impact your entire team, you may be more successful in sharing your ideas in a group setting. From here, your colleagues can support you and make their own suggestions.
6. Hold conversations when stakes are low
Timing is an important variable to consider when challenging your supervisor. Try to hold interventions when stakes are low rather than discussing your perspective during periods of high stress or demand. Your supervisor may be more receptive to your ideas when they dont have pressing deadlines to meet.
7. Be results-oriented
When approaching a challenging conversation with your supervisor, try to be results-oriented. Before you speak with them, prepare a few solutions that can help generate positive results for your team and organization at large. If your supervisor understands your suggestions can help move goals forward, they may be more open-minded overall.
8. Offer your help
Supervisors sometimes have to make decisions based on their own interests and the objectives of an organization. Therefore, it can be useful to approach interventions by affirming their decisions and offering to help your supervisor achieve their goals. This can put you in a better position to leverage your perspective and negotiate your professional needs.
9. Be proactive
Dissenting from your supervisors decisions or perspectives at the last minute might make them less inclined to accommodate your requests. Therefore, if you feel the need to advocate for yourself or your colleagues, try to be proactive about it rather than waiting to address it until it exacerbates. Intervening early on can help you avoid prolonging an issue.
10. Set clear boundaries
When challenging your supervisor, you may have to compromise your interests to come up with a shared solution. Its important that you recognize your limitations regarding a certain issue and set clear boundaries about their expectations. This can help you maintain the key tenets of your perspective while taking your supervisors ideas into account.
11. Use losses as justification in the future
Its possible that challenging your supervisor wont result in immediate change. In such situations, respect their ideas, establish a record of your conversations and carefully observe what results from your supervisors decisions. You can use these observations as justification for further discussion about your perspective in the future.
How do you politely challenge your boss?
- GET YOUR DATA — AND YOUR EMOTIONS — IN CHECK. …
- GIVE THEM SOME WARNING. …
- PUT YOUR LISTENING HAT ON. …
- FOCUS ON BUILDING UP, NOT TEARING DOWN. …
- THERE’S A TIME AND A PLACE… …
- HOW DOES YOUR BOSS WANT TO BE CHALLENGED? …
- ACCEPT DEFEAT GRACEFULLY.
Is it okay to challenge your boss?
How do you challenge superiors?
- Carefully Consider the Time and Place. Sometimes it’s not only about what you say—it’s about when and where you say it. …
- Start Positive. …
- Ask Questions. …
- Focus on Results. …
- Respect the Final Decision.
How do you challenge authority at work?
In order to challenge effectively, it’s useful to provide feedback on the specific behaviour that you want to see changing (e.g. being late, lack of listening) rather than giving general personal feedback (e.g. you are bad at XYZ) which is unhelpful for both parties.