When you have a boss who has been very supportive of your career growth and has helped you take the next steps in terms of your leadership, it can be hard to move on. But when you come to a point at which your boss is no longer helping you grow, and seems to have “checked out” a bit from the work, it is time to consider what is next.
They say people do not leave organizations, they leave managers. Even if you work in a highly dysfunctional company, having a good boss can be a beacon. Even one of my favorite books on Wellbeing by Tom Rath and Jim Harter begin with Career Wellbeing as a foundation to our overall wellbeing. Having a boss who cares personally about you and engages with your efforts in a meaningful way can have a very positive influence on your life. This is one reason I take my work as a manager very seriously and I am very intentional about how I work with each member of my team.
However, at some point you may realize that you and your boss may have different goals for the organization or a different outlook on the future. By necessity they have a view of the organization that may not be the same as yours. They have access to different networks and information. They may empathize with your position but not be able to connect their decisions with the operational reality of your work.
It is important to have open dialogues about your perspective and to be as direct as possible about your position. Your boss may not agree and this is not fatal to the relationship in itself. But your boss may make decisions that compromise the execution or the quality of your team’s ability to deliver, or the credibility of your organization. It is probably not intentional. It may reflect their relationships in industry, or fears that saying no will limit future possibilities.
I have so much gratitude for the opportunities that my director has given me over the past 4 years while I have reported directly to him. At the same time, he is making decisions that compromise the ability of our team to deliver. There is political pressure for these decisions, and I realize that higher up, the forces are different. But I can no longer support a department that puts what I view as undue stress on its employees.
I enjoy being creative and finding ways to be efficient in our work. It is an area where we have grown into a team that is known for going the extra mile. But now we have a situation where we are below “critical mass” in terms of our ability to execute. Dumping more responsibilities on top of an already over-committed team will not work.
And yet, he continues to add, despite the promise that we would only do this with more resources. I realize he may define resources in terms of dollars, while I define resources in terms of people. But I find myself unwilling to swamp my team yet again when we have barely recovered from the last restructure.
So in a way, I have outgrown my boss. I am extremely grateful for the opportunities I have had for personal and professional growth in the past few years. And I am ready to move on. This is something I have had to grieve at some level. I believe my boss cares personally about people on the team. It has what has kept me here so far. But it is not what will help me grow to the next level in my career.
Goodbyes are hard. And it will be especially difficult to say goodbye to my team. They are wonderful people. But they may have outgrown me as well, who knows? My soul is leading me toward a big leap of some kind. I am ready to listen, look and leap when the next step becomes clear. It is almost less important to me WHAT that move is, than the fact that I will go. That’s how I know I have outgrown my boss.