Anyone any advice for working with someone who wont listen to anybody elses opinion?

Question

We share management of 130 staff and she and i are fairly new,though i ve been there 3 months longer, and her approach is very abrupt and overpowering. I dont think the staff are tarring me with the same brush but althogh Im trying to point out we dont need to bully the staff to get results shes very much Im a manger and what I say goes!!Im trying to say we're a team and we dont have to approach everything with an attitude that no one under us know what they're talking about or have genuine difficultiesif they cant succeed at everything in a very highly pressurised enviroment.We work for publc sector and her approach is having a demoralizing effect but trying to get that accross to her is like banging your head against a brick wall.

Answer 1

If you feel that your co-worker's performance is harming the business, talk to your boss about it.

Answer 2

Sounds like we have a classic case of 'Theory X and Theory Y' management

McGregor maintained that there are two fundamental approaches to managing people. Many managers tend towards theory x, and generally get poor results. Enlightened managers use theory y, which produces better performance and results, and allows people to grow and develop.

Working with an X theory manager isn't easy - some extreme X theory managers make extremely unpleasant managers, but there are ways of managing these people upwards. Avoiding confrontation (unless you are genuinely being bullied, which is a different matter) and delivering results are the key tactics.

Theory X managers are primarily results oriented - so orientate your own discussions and dealings with them around results - ie what you can deliver and when.
Theory X managers are facts and figures oriented - so cut out the incidentals, be able to measure and substantiate anything you say and do for them, especially reporting on results and activities.
Theory X managers generally don't understand or have any interest in the human issues, so don't try to appeal to their sense of humanity or morality. Set your own objectives to meet their organisational aims and agree these with the managers; be seen to be self-starting, self-motivating, self-disciplined and well-organised - the more the X theory manager sees you are managing yourself and producing results, the less they'll feel the need to do it for you.
Always deliver your commitments and promises. If you are given an unrealistic task and/or deadline state the reasons why it's not realistic, but be very sure of your ground, don't be negative; be constructive as to how the overall aim can be achieved in a way that you know you can deliver.
Stand up for yourself, but constructively - avoid confrontation. Never threaten or go over their heads if you are dissatisfied or you'll be in big trouble afterwards and life will be a lot more difficult.
If an X theory manager tells you how to do things in ways that are not comfortable or right for you, then don't questioning the process, simply confirm the end-result that is required, and check that it's okay to 'streamline the process' or 'get things done more efficiently' if the chance arises - they'll normally agree to this, which effectively gives you control over the 'how', provided you deliver the 'what' and 'when'.
And this is really the essence of managing upwards X theory managers - focus and get agreement on the results and deadlines - if you consistently deliver, you'll increasingly be given more leeway on how you go about the tasks, which amounts to more freedom. Be aware also that many X theory managers are forced to be X theory by the short-term demands of the organisation and their own superiors - an X theory manager is usually someone with their own problems, so try not to give them any more.

Answer 3

Firstly, am surprised that you share management of 130 staff. The knock on effect of relationships is way too vast. Forget, precisely, what the ideal span of control is but I seem to have a vague recollection that it should be about 5 because of all the other relationships that alone generates. Have you and she tried doing something like a Strength Definition Index test? It may be that deep down you have the same goals but your prefered working styles are causing the conflict. She may have a Red preference and is results focussed, you may have a Blue, and thefefore, a team benefit (nuturing)focus. Perhaps the 'trick' is to recognise each others strenghts and somehow find some common ground........or even at times, both of you shift out of your prefered modes.
I do understand public sector, as I have worked in that sector. sector for many years.

Answer 4

i don't really know what to say really but this person must have a history and track record. Wherever she's been before trouble has followed. Find out someone from her past and see how they dealt with her. Your'e probably waiting to explode, why hold back, get angry and tell her or else. Where i worked before there was a manager who got on everyone's nerves but could do no wrong. I went around saying i'd put a bullet in the back of his head. he didn't like that and tried to get me the sack. Anyway, they caught him stealing. Be careful what you wish.

Answer 5

Old habits die hard. Perhaps there is a training day or something you could mention to your boss might help.....as in send this person on it. Or explain to your boss your problem and the tree of you sitdown and discuss as in carefully steered by your boss....ways of staff management and implementations that could be tried. Sounds like maybe you can't really tackle this one on your own....defensive equals threatened and that in turn equals will not be moved and possibly try and turn it on you.

Answer 6

this sounds like the ideal combination of management. One target-setting, expecting high achievement, the other more concerned with interpersonal relations, soft skills, how people feel. Provided you can work together you have the recipe for a fine team.

Answer 7

Been there done that The way i dealt with it was I started finishing her sentences and when she started kicking off i would jump in and deal with things before she got in the swing it used to send her nuts I also used to get in early and have everything done before she arrived two months it took until she got the message.

Answer 8

Well, if she is treating you that way and you don't like it why don't you go to your boss and talk to him/her about the situation and if it is still going on and nothing is being done about it then approach the young lady and ask her if you could talk to her about and tell her how you feel.

Answer 9

Go to HR and explain your situation. Document everything.
She is going to drive the employees away with that sort of attitude. I bet your in retail.. huh?

Answer 10

There is a book called "Dealing with people I can't stand" and I think you should read it.
She's not going to see things your way. Trying to not CARE that she doesn't see things your way is going to be the hardest part!
Good luck!

Answer 11

comparable!!! I heard from somebody that a team of hackers attacked twitter and facebook so now they ought to down the two sites till they could get it back to popular. Sounds freaky to me! I only wish they placed it back up quickly!!