My current manager comes from a very different background compared to me and my team, which has lead to some misalignment in terms of what the team should do and how it should do it. I feel like there's a fundamental difference in working styles here.
This mis-sync has shown in our 1 on 1 meetings as well. They're less about my career growth and my goals and more about them and their way of doing things.
Any ideas on how to remedy this situation?
Before I give any concrete advice, I just want to say that it's critical to push for empathy in these scenarios and not see the other party as an enemy. Change is hard, and if you're used to doing things a certain way for many years at your previous job and then you come into a new one that's all different, it can be a culture shock.
In a nutshell, your mentality should be more like "I want to work better with my manager, so I can be a more effective report and we can achieve more together." as opposed to "My manager doesn't do things the right way, and I need to change that."
That being said, here are some tactics:
Do Your Homework, Have Clear Examples
Understand Your Teammates, Build Alliances
Let Your Skip Know
Sharpening The 1:1s
As fate has it, I’ve been in this situation a few times. Here’s how I dealt with it - It really helps to ground everything with empathy and data.
The second way I learned to deal with these situations is by data. Say, you/team tried to learn what the manager's concerns are and given feedback on how their actions/misalignment is impacting the team. It’s time to involve a third party/escalate, for this you need solid data.
Here’s how I would talk to my skip level -Causes of friction - Situation, manager’s reaction on the situation, your feedback to them, their reaction to your feedback, what are the next situations followed etc.
By keeping everything organized in facts rather than feelings, you are giving your skip level an opportunity to coach your manager
My template is more or less like
Once you provided the feedback to your skip level, move on. If this is a systemic problem within the company, time to find different company - as one person can never change the whole top down management chain. Usually, most things like this are misunderstandings of situations rather than top down toxic behavior.
+1 to everything Alex Chiou suggested :)
(lot more articulate than I was