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Having to deliver bad news to a boss or manager is always an uncomfortable situation. If you have to be the bearer of bad news to your boss, it's important to know the best way to deliver the news to make sure it doesn't negatively alter your boss's opinion of you.
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Describe the problem. Provide your boss a general overview. Explain the impact the problem has on your work as well as the department's and company's goals.
Identify your solution. Explain how you have already tried to solve the problem. Recommend a solution, along with alternatives to give your boss options.
Discuss the benefits. Offer examples of how your idea will succeed. If you have tested your approach on a small scale with good results, share that information. Inform the boss what you have learned from the solution.
Accept responsibility. Demonstrate your commitment to ensuring success. Work with your boss to develop a final action plan.
No one likes a difficult conversation with the boss. However, it can be a valuable tool for building a trusting relationship.
No one likes a difficult conversation with the boss. However, it can be a valuable tool for building a trusting relationship.
David Schuchman
I like it. Logical and well written. Alex
ReplyDeleteThank you for your comment, Alex.
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DeleteAll great points. I would add - talk about the bad news early. Unlike a fine wine, bad news doesn't get better with age.
DeleteThank you for your comment, Marty. Speaking with your boss early about any issue will demonstrate your commitment to your department and may enrich your boss’s confidence in you.
DeleteOptions, everyone loves options!
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DeleteThank you for your comment, Drew. However to be clear, the 4 steps are meant to be used together not individually.
DeleteGreetings David!
ReplyDeleteYes, I agree in the overall process, there is a dynamic between each phase of
the process, and they are interrelated. I can appreciate the order that you've put them in,
which I think is also important. I also think this "process" of communicating applies to other situations; for instance, it can apply to problem-solving in general. In dealing with students, and trying to maintain a "diplomatic" tone, I often suggest alternatives (identifying the problem step here) and alternative ways of looking at the issues at hand. While your last step, "accepting responsibility", is an INTEGRAL part of this process, modeling it, whether it's a teacher-student relationship, or an employee-director relationship, and will AFFIRM and build trust (as you've stated here) in that relationship. In sum, I believe the way you ORGANIZED the process is important to the process.
Thank you for your comment, Gayle. While I did not initially think about if/how these steps can be applied to problem solving in general, I believe that you are correct. This is a basic, common sense approach that can be modified for many situations.
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