As leadership changes become a constant in academic libraries and higher education, the need to manage relationships with new leadership effectively—and through the lens of diversity, equity, and inclusion (DEI)—is more important than ever. You may have always enjoyed a positive relationship with previous supervisors, but after a reorganization or a new hire, you find yourself working under a boss with a different style, perspective, or even cultural background. How can you adapt and ensure that this new dynamic thrives?
Drawing from Managing Your Boss by John J. Gabarro and John P. Kotter and applying a DEI lens, this post will explore ways to navigate new leadership dynamics, emphasizing mutual respect, understanding, and inclusive communication practices that foster a supportive and equitable working environment.
1. Recognizing and Avoiding Bias in the Boss-Subordinate Relationship
The first step in managing a new relationship with your boss is understanding how biases—both conscious and unconscious—may play a role. If your new boss has a different background, identity, or leadership style than you’re used to, it’s important to recognize the potential for misreading the relationship. These misunderstandings may stem from cultural differences, communication preferences, or assumptions based on stereotypes.
Applying a DEI lens here means acknowledging the ways that systemic biases can affect workplace dynamics. Ask yourself:
- Am I making assumptions about my boss based on their identity or communication style?
- How can I approach this relationship with cultural humility, seeking to understand their unique perspective rather than expecting them to conform to my past experiences?
Recognizing and addressing these biases will help you build a stronger, more respectful relationship.
2. Understanding Your Boss’s Context: Prioritizing Empathy and Inclusion
Gabarro and Kotter emphasize understanding your boss’s goals, pressures, strengths, and weaknesses. Through a DEI lens, this involves not only understanding their professional objectives but also being aware of how their experiences—both personal and professional—might shape their leadership style. Consider factors such as:
- Their lived experiences with marginalization or privilege
- Their approach to fostering inclusivity within the team
- The pressures they may face as a leader, particularly if they belong to an underrepresented group within your institution
Empathy plays a crucial role here. For example, if your new boss is a person of color, LGBTQ+, or from another marginalized identity group, they may be navigating additional layers of institutional challenges. Being mindful of this context can help you approach the relationship with greater understanding, allowing you to support them in their leadership journey.
3. Self-Awareness: Identifying Your Own Biases and Leadership Style
In addition to understanding your boss, it’s essential to look inward and assess how your own identity, biases, and experiences influence your approach to work and leadership. Reflect on how your cultural background, privileges, or experiences with marginalization shape your relationship with authority figures. This kind of self-awareness can help you avoid projecting your expectations onto your new boss and instead foster a more equitable working relationship.
Ask yourself:
- What are my own strengths and areas for growth in working with diverse leadership styles?
- How does my personal identity influence my communication style, and how might that impact my relationship with my boss?
Recognizing your own positionality can help you approach this new dynamic with cultural competence and flexibility, ensuring you’re meeting your boss where they are, rather than where you expect them to be.
4. Developing and Managing the Relationship: Fostering Inclusion
To develop a productive working relationship, Gabarro and Kotter emphasize the importance of mutual expectations and maintaining an open flow of communication. When viewed through a DEI lens, it’s vital that this relationship is built on respect for differences in communication, work styles, and lived experiences.
For example, if your boss comes from a different cultural background, their approach to feedback or decision-making might differ from what you’re used to. It’s essential to avoid framing these differences as deficiencies. Instead, focus on building a relationship that honors both of your needs and styles, ensuring that you both feel heard and respected.
This includes:
- Developing clear, inclusive communication strategies that respect your boss’s preferred methods of engagement.
- Being mindful of how power dynamics, particularly when layered with factors like race, gender, or disability, might influence your working relationship.
By fostering an inclusive relationship based on mutual understanding, you create a space where both you and your boss can thrive, free from assumptions or biases.
5. Building a Culture of Trust: Dependability and Honesty in an Inclusive Framework
Trust is fundamental in any boss-subordinate relationship, but building trust within the context of DEI requires a commitment to dependability, honesty, and cultural sensitivity. Being dependable means not only delivering on tasks but also showing up as an ally—someone your boss can trust to uphold values of equity and inclusion within the library. Honesty is equally important, particularly when addressing difficult topics around bias, microaggressions, or power dynamics.
If you notice areas where inclusivity can be improved—whether in communication or team interactions—approach the conversation with honesty, framed by a desire to promote positive change. Establishing yourself as someone who both supports your boss and holds yourself accountable to DEI principles will strengthen the relationship and foster a more inclusive working environment for everyone.
6. Using Time and Resources Effectively: Advocating for Equitable Support
Gabarro and Kotter stress the importance of using your boss’s time and resources wisely. Through a DEI lens, this involves advocating for fair and equitable support within the organization. If your boss is from an underrepresented background, they may face additional burdens, such as being expected to represent diversity initiatives on top of their regular duties.
As someone who is managing up, you can help alleviate this burden by being mindful of your requests and offering support where appropriate. For instance, if your boss is navigating high-profile DEI initiatives, be mindful of how much you’re asking of their time and consider how you can contribute to those efforts in a meaningful way.
7. Checklist for Managing Your Boss with a DEI Focus
To effectively manage your boss while promoting a more inclusive and equitable work environment, consider these steps:
- Understand your boss’s goals, pressures, and context, with particular attention to how their background and lived experiences influence their leadership style.
- Understand yourself: Reflect on your own biases, communication style, and identity, and how these influence your work relationships.
- Foster mutual respect: Build a relationship that honors both your needs and styles, ensuring that communication is inclusive and equitable.
- Promote trust through dependability and honesty: Be reliable in your work, transparent in your communication, and committed to promoting inclusivity.
- Advocate for equitable use of time and resources, supporting your boss in areas where they may face additional burdens due to identity or institutional expectations.
Conclusion: Thriving Together in a Diverse and Inclusive Workplace
Managing your boss after a reorganization can be challenging, especially when applying a DEI lens. But by understanding their context, assessing your own biases, and fostering a relationship built on mutual respect and trust, you can create a productive and inclusive working environment. In academic libraries—where diversity and inclusion are essential values—leading from within and managing up with a focus on DEI can ensure that you and your boss thrive together.
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