Your manager lacks self-awareness in decision-making. How can you guide them towards better choices?

It's tough when a manager's decisions don't seem to align with the best interests of the team. Here's how you can approach the situation: 1.Use Data and Examples: Instead of"This decision is wrong." Try "The data shows that implementing Z resulted in a decrease in project efficiency by X%" Perhaps we could explore alternative approaches like..." (Suggest specific alternatives with data to support them). 2.Frame it as a Collaborative Effort: Instead of"You need to change your decision-making style." Try I'd love to brainstorm with you on how we can improve our decision-making process to ensure we're making the best choices for the team and the project." Remember the goal is to help your manager see the impact of their decisions and work

Instead of directly pointing out flaws, encourage your manager to reflect on the impact of their decisions. Ask open-ended questions like, How do you think this decision has affected our team morale? or "What are your observations about the project's progress since implementing this change?" This encourages them to consider the broader consequences of their choices. Offer specific examples of how their decisions have affected the team or project. For instance, you could say, "I've noticed a decrease in team engagement since we implemented X. What are your thoughts on this?" By providing concrete examples, you can help your manager see the situation from a different perspective and encourage them to consider alternative approaches.

As an executive coach, i believe you cannot teach a man. You can only help him find within himself. Lasting changes happen when a manager introspects the impact of the decisions he/she makes in an organization. Instead of guiding them what is right/wrong and the course to mend it, guide them to find their own definitions of the CORRECT WAY OF DOING with the help of open ended questions.

Instead of directly criticizing your manager's decision-making, offer them resources that could help them improve their skills. Suggest books, articles, or online courses on leadership, decision-making, or project management. For example, you could say, I recently read an interesting article about the importance of data-driven decision-making. I thought it might be helpful for you to check it out yo!! Frame your suggestions as a way to support their growth and development. You could say, I'm always looking for ways to improve my own skills, and I think these resources could be valuable for you as well. By offering helpful resources, you can demonstrate your support and encourage your manager to seek out new knowledge and perspectives.

Model the behavior you want to see in your manager. If you want them to be more collaborative, be proactive in offering your input and suggestions. If you want them to be more empathetic, be mindful of your team member's needs and offer support when necessary. By demonstrating the desired behavior, you can subtly influence their own actions. Be consistent in your approach.Don't just model the desired behavior once or twice; make it a regular part of your interactions with your manager. Overtime, they will lik start to mirror your behavior, even if they don't explicitly acknowledge it.This can be a powerful way to encourage positive change without directly confronting them.