Tuesday, December 30, 2014

New Web Application/ Delete button disabled - Sharepoint 2013

I have a clean installation of Sharepoint 2010 running in a Win 7 machine and I can't create Web Applications because the New button in the ribbon is disabled.

The user account I'm logged in is a local server admin and a farm admin. The site is in the Trusted Sites zone.

Run your browser as Administrator and the problem is resolved.

Applies to Sharepoint 2013

Finding a Great Mentor – 10 Things to Look for by Joel PetersonInfluencer

Referred Link - https://www.linkedin.com/pulse/finding-great-mentor-what-look-joel-peterson?trk=pulse-det-nav_art

Every young person needs a mentor. If they don't find one in parents, coaches or teachers, they’ll emulate movie stars, athletes or rock musicians.
As a kid growing up in Michigan, my idol was Al Kaline, the Detroit Tiger’s Hall of Fame right fielder. I was such an avid Al Kaline fan that I only ate New Era-brand potato chips because its manufacturer advertised that they were “on the alkaline side.” That was enough for me.
One night after a Detroit Tigers’ game, I begged my dad to stay so I could get autographs from Tigers players. First, I was spurned by outfielder Rocky Colavito, but my hopes rose again when I spotted first-baseman and slugger Norm Cash coming out of the locker room. Like Colavito, he brushed me off. One after another, the exhausted players rushed past us adoring kids without stopping to say a word.
So when I finally spotted Al Kaline, my 13-year-old heart skipped a beat. Would number 6 ignore me, too? Was he aware I knew all of his stats, his life story, his current batting and fielding averages? A dismissal by Al Kaline would have crushed a kid whose very potato chip preference depended on alkalinity.
He must have known, because he stopped to sign. For an inconsequential young teen, this was a perfect night. And it’s one I’ve never forgotten. The only other Tiger who stopped to give me his autograph that night was Jim Bunning, also a Hall of Fame player – and later a US Senator. To this day, I have these two autographs, along with a special memory of two guys out of three dozen who took a few seconds for an excited kid (and his patient dad) who had waited outside a locker room for an hour before an 80-mile drive home.
This hardly makes them mentors, but it does capture some of the elements of good mentors: They’re accessible. They take time. They lead by example. They communicate. They are respected by others, and they show respect.
For most young people starting a career and seeking a mentor, the right equation includes a version of what I experienced on a muggy night in 1960. Young professionals need someone to pattern themselves after – a trusted adviser, a supporter, a person who can lend experience. Since finding a great mentor is one of the best ways to enhance your own future, I recommend the following:
  1. Let it happen. Don’t ask someone to be your mentor. The best ones are already taken. They’re buried with requests. So just watch them, take mental notes, follow their examples. And if someone naturally takes a special interest in you, you’ve found gold. Cherish it as a life-changing gift.
  2. Focus on integrity. Choose someone to pattern yourself after who has impeccable integrity. Then watch how they manage challenging situations, tough conversations and setbacks.
  3. Pick someone who shares your values. Values are a person's “default positions” when no one is watching. They’re usually most evident in how we spend our time, our money and our mental energy. They’re hard to change, so pick someone who naturally overlaps with you.
  4. Find a “teacher.” Look for someone who enjoys sharing knowledge and is delighted to impart skills, contacts and expertise – not someone who hoards them as a way to maintain power.
  5. Look for a listener. Many people listen only to gather their own thoughts and to prepare their own reactions. Great mentors tend to be people who listen to understand. They ask follow-up questions and they make sure they’ve understood before they react.
  6. Seek someone with a network. Networks take a lifetime to build. And if you’ve found a mentor who has adopted your career interests as his or her own, you’ll be introduced to a world of contacts it would otherwise take you years to develop. If you’re given the gift of a warm introduction, don’t blow it – respect the gift. (A consultant once told a mentee of mine that he was in a position to take over from me because he now shared my most-valuable investment contacts. If you’re a mentee, fire this type of consultant!)
  7. Find a leader who cares about others. Look for mentors who take joy in the success of others and want them to get ahead. Self-absorbed people never make good mentors (beyond observable narrow skills).
  8. Choose an optimist. They tend to get more done, have deeper relationships and be more reliable when the going gets tough. Plus, optimists tend to be cheerleaders – a key trait in finding the perfect mentor. If you find one of these, it’ll remind you of your mom – the one person in the world who believed in you during your darkest moments.
  9. Don’t be put off by straight talk. Look for someone who’ll give you feedback. If you buy the idea that feedback is the breakfast of champions, your best mentors will be the people who pull you aside and tell you what you need to hear – even when you don’t want to hear it. (I recall a business coach who pulled me aside after what I thought had been a brilliant performance, to say simply “You talked too much.” That was it! And he was right.)
  10. Pick respect over love. Lean toward finding someone to follow whom others admire and respect. Sometimes, these are not the most popular people, but there’s usually a reason for universal admiration and respect. Figure out what it is in your potential mentor and pattern yourself after the quality that generates such respect.
My first business mentor was Trammell Crow, who taught me most of the lessons upon which I’ve relied during my 42 years in business. But you don’t need a formal mentor to serve as your river guide, confidant or advisor. If you don’t find a flesh-and-blood mentor, grab one from history.
From history, I’ve chosen Winston Churchill as my mentor, admiring how fearless he was in a fearsome time, and how he wasn’t shaken when rejected by colleagues. In the end, others turned to him when the chips were down. I’ve aspired to a tiny reflection of this for my own legacy. Needing to overcome reversals in my life, I’ve also chosen Abraham Lincoln as a mentor.
If you’re lucky enough to find one, whether in real time or in history, pay it forward by becoming one for others.

Wednesday, December 24, 2014

Careful! Don't Use These Words With Your Boss by Bernard Marr

Referred Link - https://www.linkedin.com/pulse/careful-dont-use-words-your-boss-bernard-marr?trk=pulse-det-nav_art

Article cover image

Your relationship with your boss is a unique one. Maybe your manager is very friendly and acts like your BFF. Maybe he or she is more like a drill sergeant, more interested in keeping things in line than making friends.
Either way, there are certain words and phrases you should avoid with bosses and managers if you hope to get ahead. These rules apply to everyone from shop clerks and warehouse employees all the way up to VPs and C-level executives. Because words matter, especially when talking to your superior at work.
Try to avoid saying:
  1. Maybe, soon, possibly
    These are hedging words, meaning you’re not taking a direct stand on something. If your boss asks you a direct question, give him or her a direct answer. Managers like employees who are decisive.
  2. My bad.
    First of all, what are you, 12? This kind of language says that you know the boss wants you to admit you made a mistake, but you don’t think it was a very big deal. Here’s a hint: If your boss thinks it was a big deal, you should too.
  3. That’s not fair.
    Even if a situation isn’t fair, saying so makes you come off sounding like a petulant child. Find a different way to bring up your objection.
  4. Everybody and nobody.
    These are generalizing words that get thrown around so much that they don’t mean anything. Does everybody in your industry really do that thing? Be specific rather than making broad generalizations.
  5. That’s not my job.
    Another important hint: if your boss asks you to do something, it’s part of your job. Unless it’s something that you actually do not know how to do, it’s better to just suck it up and do it. If you are consistently given tasks that aren’t in the scope of your job description, it may be time to have a conversation with the boss or look for another job.
  6. You didn’t do…
    Starting sentences like this with “you” immediately gives off a blaming tone. “You didn’t give me clear instructions,” is much more confrontational than, “I didn’t understand your instructions.” Try starting your statements with “I” instead of “you.” This also works when talking to your boss about your coworkers. Instead of, “Susan didn’t complete the report,” you could say, “I had trouble doing my part because the report was incomplete.”
  7. I can’t work with Susan….
    Or Joe, or anyone else on your team. Interpersonal problems are just that: interpersonal. You can ask your boss to help mediate a tough situation, but you don’t want to make it sound like an ultimatum, as in, “If she doesn’t go, I do…”
  8. I just booked my plane tickets!
    It’s never a good idea to book a trip without first asking for the time off. It makes you seem entitled. Managers are much more likely to feel good about granting your vacation request if it’s actually couched as a request.
  9. I’ll try.
    Saying that you’ll try indicates the possibility of failure. Take Yoda’s advice: “Do, or do not. There is no try.”
  10. He’s a jerk, she’s lazy, and other gossip.
    It’s not a good idea to gossip with your boss, even if he or she initiates it. If you say things like this to your boss unprompted, it could be libel and a termination offence. If your boss wants to gossip with you, try answering non-committally and changing the subject.
Of course, these are just my top 10; there are plenty of other words and phrases that should probably be on a no fly list around your boss. What would you add to the list? I’d love to hear your thoughts in the comments below.

Monday, December 22, 2014

Open and use the Web Part Maintenance Page

Referred Link - https://support.office.com/en-us/article/Open-and-use-the-Web-Part-Maintenance-Page-eff9ce22-d04a-44dd-ae83-ac29a5e396c2

This following tip help you for opening Webpart maintenance page and list out all web parts in the page.

To access the Web Part Maintenance Page for a page that is not stored in a document library, such as the site home page, append Contents=1 to the end of the URL for the page..



Sunday, December 21, 2014

9 Things That Motivate Employees More Than Money by ILYA POZIN

Referred Link - http://www.inc.com/ilya-pozin/9-things-that-motivate-employees-more-than-money.html

The ability to motivate employees is one of the greatest skills an entrepreneur can possess. Two years ago, I realized I didn’t have this skill. So I hired a CEO who did.
Josh had 12 years in the corporate world, which included running a major department at Comcast. I knew he was seasoned, but I was still skeptical at first. We were going through some tough growing pains, and I thought that a lack of cash would make it extremely difficult to improve the company morale.
I was wrong.
With his help and the help of the great team leaders he put in place, Josh not only rebuilt the culture, but also created a passionate, hard-working team that is as committed to growing and improving the company as I am. 
Here are nine things I learned from him:
  1. Be generous with praise. Everyone wants it and it’s one of the easiest things to give. Plus, praise from the CEO goes a lot farther than you might think. Praise every improvement that you see your team members make. Once you’re comfortable delivering praise one-on-one to an employee, try praising them in front of others.  
  2. Get rid of the managers. Projects without project managers? That doesn’t seem right! Try it. Removing the project lead or supervisor and empowering your staff to work together as a team rather then everyone reporting to one individual can do wonders. Think about it. What’s worse than letting your supervisor down? Letting your team down! Allowing people to work together as a team, on an equal level with their co-workers, will often produce better projects faster. People will come in early, stay late, and devote more of their energy to solving problems.  
  3. Make your ideas theirs. People hate being told what to do. Instead of telling people what you want done; ask them in a way that will make them feel like they came up with the idea. “I’d like you to do it this way” turns into “Do you think it’s a good idea if we do it this way?”  
  4. Never criticize or correct. No one, and I mean no one, wants to hear that they did something wrong. If you’re looking for a de-motivator, this is it. Try an indirect approach to get people to improve, learn from their mistakes, and fix them. Ask, “Was that the best way to approach the problem? Why not? Have any ideas on what you could have done differently?” Then you’re having a conversation and talking through solutions, not pointing a finger.  
  5. Make everyone a leader. Highlight your top performers’ strengths and let them know that because of their excellence, you want them to be the example for others. You’ll set the bar high and they’ll be motivated to live up to their reputation as a leader.  
  6. Take an employee to lunch once a week. Surprise them. Don’t make an announcement that you’re establishing a new policy. Literally walk up to one of your employees, and invite them to lunch with you. It’s an easy way to remind them that you notice and appreciate their work.  
  7. Give recognition and small rewards. These two things come in many forms: Give a shout out to someone in a company meeting for what she has accomplished. Run contests or internal games and keep track of the results on a whiteboard that everyone can see. Tangible awards that don’t break the bank can work too. Try things like dinner, trophies, spa services, and plaques. 
  8. Throw company parties. Doing things as a group can go a long way. Have a company picnic. Organize birthday parties. Hold a happy hour. Don’t just wait until the holidays to do a company activity; organize events throughout the year to remind your staff that you’re all in it together. 
  9. Share the rewards—and the pain. When your company does well, celebrate. This is the best time to let everyone know that you’re thankful for their hard work. Go out of your way to show how far you will go when people help your company succeed. If there are disappointments, share those too. If you expect high performance, your team deserves to know where the company stands. Be honest and transparent. 

Friday, December 19, 2014

Javascript Runtime error: $ is undefined

Referred Link 

0x800a138f - JavaScript runtime error: Unable to get property 'onSuccessMethod' of undefined or null reference

$ is defined by jQuery, which you probably haven't referenced. 
A simple way to get it is to add one of the CDN urls to your template HTML:

How to change the deployment URL in a sharepoint hosted app later?

Referred Link - http://stackoverflow.com/questions/16830125/how-to-change-the-deployment-url-in-a-sharepoint-hosted-app-later

How to change the deployment URL in a sharepoint hosted app later?

1) You can always change the SharePoint Site url in the properties of the SharePoint project in Solution explorer.This is the easiest way to do it.
2) Another way to do this is by editing the csproj.user file like this.
xml version="1.0" encoding="utf-8"?>
 ToolsVersion="4.0" xmlns="http://schemas.microsoft.com/developer/msbuild/2003">
    **Your URL here**

Unrecognized Guid format - Fix / Solution for Visual Studio 2013

I keep getting this error in Visual Studio 2013 if I click on the following file types:
  1. *.cs
  2. *.cshtml
  3. *.config
  4. *.asax
  5. *.html
enter image description here
I have tried the following:
  • devenv.exe /ResetSettings ( Did not work )
  • Reset all settings to default without saving current settings ( Did not work )

Install Visual Studio Update 4. This will be resolved.

Thursday, December 18, 2014

8 Necessities for Young Professionals by Tony Canas

Referred Link - https://www.linkedin.com/pulse/8-necessities-young-tony?trk=pulse-det-nav_art

Article cover image

1. Business Cards:
After decades of cost-cutting and callcenterization (did we just coin that word?) in the corporate world many entry level jobs where young professionals are starting their careers don't have a company provided business card. Tony never had a card during his 2 years in claims nor did Carly during her 3+ years as a top selling agent at Nationwide Sales Solutions. While we are big advocates that as a matter of engagement and retention companies should give business cards to ALL employees, the reality today is different so let's make this very clear, you MUST have a business card.
Even if your company doesn't give you one, that's no excuse, you need to go out and get your own in order to network properly. Vista Print can set you up with your own personal cards for cheap. If you really want to shine get something more distinctive from Moo.com. Bonus points if you get one of your design-oriented or artsy friends to design it for you. One big advantage of having your own card is that you can be a LOT more creative that with your corporate card, Tony's personal card was bright red, had his picture and designations on the front and a QR code which would scan his contact info into your phone address book and got a lot of attention. He was actually kind of sad to have to give up using that one when he got his first official business card as a Nationwide Agribusiness Underwriter. In short, be memorable and don't look foolish, always have business cards.
One word of warning, once you do get business cards from your employer don't hand out both to people you meet, it looks arrogant. Unsurprisingly, Tony learned this lesson the hard way.
2. A Professional Photo:
Your LinkedIn profile is your living resume and much more, and it has to have a photo, profiles without photos are not memorable and feel impersonal. In the US photos should never to be used as part of the resume or cover letter (another rule Tony learned the hard way), but they must be a part of your LinkedIn profile.
Many companies want your photo in their email system or intranet directory for ease of recognition between coworkers, especially those in geographically distant offices. You need a photo that shows you in a professional light. It doesn't have to be an expensive studio shot, but at least dress professionally, stand in front of a non-distracting background, look straight at the camera, and smile. To many people who have never met you, this is your first impression so make it a good one! Cartoons, team logos, and pictures of your kids or pets don't give a professional impression. Finally if at all possible we recommend you wear a suit, think of it like an interview, regardless of what job you have right now, you are a professional!
Always remember that LinkedIn (and Yammer or whatever other in-house social network your company might use) is not Facebook, keep your photo professional. Click here for a great article with more details on how to take a great professional photo.
Make sure your photo looks like this:
Not like this (blurred to protect the guilty):
3. A Kindle:
Not all readers are leaders, but all leaders are readers.” Harry S. Truman.
Leaders are readers so we recommend you develop a love of reading. We both love our Kindles. Carly’s is always in her purse, and Tony’s is always in his backpack. As you may have noticed, we are voracious readers. While we both also listen to audiobooks, most of our reading is done on the Kindle. We love that books are a usually less expensive than books printed on dead-trees and they're much more ecofriendly. Sometimes you can get a brand new release for $9.99 the very same day the hardcopy is published for $27.99, and months before the paperback comes out. The Kindle also has the awesome advantage of allowing you to virtually carry hundreds of your favorite books in less than a weight of a single paperback. One final piece of advice: the Kindle Fire is a great budget tablet but it is not a true Kindle. The best device to read on is a black and white Kindle, which also happens to be the cheapest, anything that has a backlit screen feels much less like paper and will tire your eyes much more quickly.
4. A Durable Water Bottle:
Being hydrated is important to your health. You’ll sleep better, be more energetic, and focus more easily if you’re hydrated. While you’re running around all day at work, it’s easy to forget to drink water. We recommend purchasing a bottle that you like to help you remember to stay hydrated. Nalgene and Sigg started the trend, but there are so many fun options now, and bringing your own bottle is less expensive, and much better for the environment. Most bottled water is nothing more than glorified tap water, marked up a ridiculous amount and cheap plastic takes centuries to degrade.
5. A Great Elevator Speech:
Similar to a business card, an “elevator speech” is important for networking. Basically, it’s your quick introduction of yourself that allows you to share who you are and what you’ve done. If you’re currently working on an important project that is relevant to the person you’re speaking with, this is the time to share that information as well. You’ll want to practice a few different versions of this, so you are prepared next time you meet someone. Your elevator speech should be so well crafted that it impresses and so well practiced that you can do it in your sleep. Check out this article from MindTools about how to craft a great elevator speech.
6. A Single Page Resume
When you graduated college you might have struggled on how to fill up a resume with meaningful information but after 3-5 years in the workforce chances are you've done a bunch and are getting tempted about letting your resume grow to 2 or more pages. Let us be the ones to tell you in no uncertain terms, your resume has to be a single page. Only people who have been in the workforce for 20 years and have a truly extraordinary amount of relevant experience potentially have an excuse for a multi-page resume. Remember, you want your resume to highlight the big successes in your career, especially those related to the position you're applying for, not just read as a history of every single thing you have done. For instance, if you’ve been in the industry for a couple years, but you’re still listing the part-time barista job you held your freshman year of college, it's time to drop that off. Cut the fat relentlessly and get it down to a single page, no excuses. You can still reference experiences that are not directly on your resume when you get the interview. We highly recommend you take some time to listen to Career Tools'Resume2014 Resume Update and Career Management Document podcasts. If you listen to those few casts you'll know all you'll ever need to know about resumes.
7. A 5 Year Plan:
Coming up with a good strategic 5 year plan for your career is important and remember to remain flexible. We'll write much more about how to do this in the future because this deserves its own article. For now just know that you’ll want to think about steps that you’ll pursue to develop yourself along with positions that you want to take on. Make sure that you’re choosing developmental goals that fit with the position you want to be in at the end of the next five years.
8. A Big Hairy Audacious Dream:
Everyone should have a big hairy audacious dream. Tony's for example is to become CEO of Nationwide or another major carrier, although it is always being revised. He understands it might never happens, and that in the best case scenario it's a 30-year plan, but if he uses it as his North Star he will develop himself in the best possible way he can. Whether you share this dream publicly or not is up to you. There is research in support of sharing (Tony style) and research in support of keeping quiet (Carly style). Either way, a big, crazy, end goal is certainly something that will help keep you motivated on tough days. In this case, the goal could be directly related to your career, such as, I want to be CEO one day (like Tony), or it could be unrelated, such as, I want to visit every country in the world at least once (like Tony's girlfriend Renee). If you have an audacious dream and work towards it a bit each year, you’ll be able to measure your successes and use this passion to move yourself forward.
Do you think there are others that ought to be on this list? Share them in the comments, below!
This article was largely written by Carly Burnham, Chief Writer at InsNerds.com and later butchered and expanded by Tony Canas, Chief Visionary at InsNerds.com.
Tony Canas is a young insurance nerd and speaker. He has worked in claims, underwriting, finance and sales at three different insurance carriers, five cities and four states. Currently he’s the Territory Sales Manager for Northern California at American Modern Insurance, a part of Munich Re, the world’s largest reinsurance company. Tony is passionate about insurance, technology, innovation and about engaging Millennials in the insurance industry.
Carly Burnham is the other half of the dynamic duo. She’s currently a Commercial Lines Underwriter at Erie Insurance. She has the difficult task of being Tony’s co-author, keeping his constant flow of crazy ideas focused and helping fleshing them out into useful articles. Tony and Carly are both CPCUs and have MBAs from Iowa State and they met while running Nationwide’s Gen Y Associate Resource Group.

How to Manage 7 Types of Bosses by Catherine Adenle

Referred Link - https://www.linkedin.com/pulse/how-manage-7-types-bosses-catherine-adenle?trk=pulse-det-nav_art

Article cover image

What type of boss do you have and how do you manage your boss? As stated inManaging Your Boss by John Gabarro and John Kotter, when you take the time to cultivate a productive working relationship—by understanding your boss’s strengths and weaknesses, priorities, and work style—everyone wins.
Unfortunately, when it comes to bosses, one size does not fit all. There are many types of bosses in the workplace, and you don't get to choose your preference.
In an ideal world, we would all have great bosses who will help us to succeed and make us feel valued. However, this is not usually the case. Often, we find ourselves working for bosses who are challenging to work with. Successfully managing such a boss could be a challenge in itself, but it’s often achievable.
Why do you need to manage your boss?
First, it’s crucial to understand the reason why you need to manage your boss. As suggested by John Gabarro and John Kotter, at a minimum, you need to appreciate your boss’s goals and pressures, his or her strengths and weaknesses. What are your boss’s organizational and personal objectives, and what are his or her pressures, especially those from his or her own boss and others at the same level? Once you know, it’s easy to derive a plan that will help you to manage your boss. As you implement the plan, you will boost your work life happiness. Your stress level will go down and you will feel more in control of your work and career.
When you consider that we spend most of our time at work and the central figure at work is our boss, it is understandable that whatever we do, we can’t really escape our bosses. Seven or more hours a day is a long time to work alongside a boss we don’t enjoy working with.
Although, conflict is a necessary part of the workplace, only conflicts that are well-managed can help to move a workplace forward and generate new ideas. Conflicts created by dealing with a challenging type of boss are highly counter-productive and stressful for staff.
Management styles affect employees
The research, The Impact of Organizational Factors on Psychological Needs and Their Relations with Well-Being corroborated the fact that the more negative the bosses' management style, the less happy the workers. This is not a surprising finding. As well, when bosses were controlling rather than encouraging, employee well-being was low. On the other hand, when employees felt that their autonomy was encouraged (for example, when bosses gave a "meaningful rationale for doing the tasks" and made employees feel they were being asked to contribute rather than commanded to do something), they also had better overall well-being.
The psychological climate of the organization itself also affected participants' happiness: The more supportive the company, the happier the employee.
A boss with a challenging management style means different things to different people. Just because you find your boss’s management style challenging doesn’t mean that everyone will struggle with the same boss. In some cases, it could be a clash of two very different personalities. However, if your boss’s style is a common complaint amongst your colleagues too, you will need to equip yourself with tips that will help you to deal with the boss.
7 Types of Bosses and how to manage them
If your boss falls into any of these 7 categories below, then, explore how to best manage such a boss.
  1. The Micromanaging Boss
  2. The Workaholic Boss
  3. The Backstabber Boss
  4. The Selfish Boss
  5. The Drama King or Queen
  6. The Brown-nosing Boss
  7. The Impulsive Boss
How to manage 7 types of bosses:
  1. The Micromanaging Boss
In business management, micromanagement generally has a negative connotation. A micromanaging boss closely observes or controls the work of subordinates or employees. He can’t trust you to do a good job without poking in his seemingly superior nose each time. This problem stems from insecurity, pressure to perform, the company culture or a number of other different reasons.
Working under a micromanaging boss can put you in an awkward position if you feel that it's affecting your job performance and your overall well-being. A micromanaging boss will always be on the phone or at your desk explaining or showing you how to do things. He will waste your time as well as his by going into too much nitty-gritty details of everything you do.
Manage a Micromanaging Boss: To cope, ensure that you bombard a Micromanaging Boss with update details first before the details are asked for. Be sure to over-communicate and offer up regular status reports, so that he/she doesn’t approach you frequently for updates or ask you to always keep him in the loop.
2.The Workaholic Boss
He lives and breathes work without a switch off button. He is the first to come in and the last to go home. The word, ‘annual leave’ ‘break’ or ‘holidays’ are not present in his Dictionary. What is work-life balance to him? It means working through life and only coming up for air at intervals! He could stay in his office and work until the next morning if he is permitted to do so. He sends e-mails after office hours, at weekends and asks for reply immediately. He expects that you are tied to your work mobile phone at all times. Just because he works like a Jackal, he expects you to do so too.
Manage a Workaholic Boss: Always manage his expectations by sharing updates of your projects. Show that you are on track with things and that your projects are proceeding well. Communicate the next steps of your projects and the result that you are working towards. Let him know what you do as your after work obligations and inform him that they prevent you from checking work emails at home, after work and at the weekends.
3. The Backstabber Boss
Stay away from the bus as he’s able to throw you under anytime. He acts like your friend, but he will freely throw you under the bus at a drop of a hat behind your back and in front of others just to save face. He has no scruples; his moral compass is long dead.
Manage a Backstabbing Boss: Be professional at all times. Document your conversation with him by putting things in writing and checking the content with him. Always ask for feedback from him and be quick to change his perception of you or your work whenever he insinuates anything negative. Never discuss anything personal, sensitive or confidential with him.
4. The Selfish Boss
He’s all about himself! He kisses up and kicks down. It’s all about how he looks to the upper management. It’s about his own desires and progression. He doesn’t care about your own progression or your team’s. It’s all about his next promotion opportunity. He covers his back all the time and hangs you out to dry.
Manage a Selfish Boss: Force him to acknowledge you, your work and your growth. Always have a work in progress meeting with him. Ask him to commit to your learning and development. Ask him to include you in training and job shadowing opportunities. Let him know your career aspiration and ask him for his support.
5. The Drama King or Queen
He or she is like a headless chicken whenever things go wrong. He likes calling unnecessary meetings and getting overly emotional whenever things go wrong. The Drama King or Queen will tell you that the roof will come caving down. He/she likes to name and shame. With him or her, everything is a big deal.
Manage a Drama King or Queen Boss: Anticipate the boss’s drama king or queen behaviour and have an action plan ready to damp it as it rears its ugly head. Put your well clad plan into action when the boss cries wolf. Be careful with your work and don’t make mistakes. Otherwise, expect a drama of epic proportion. Get another pair of eyes to always check your work. See if you can have ad-hoc meetings with him or her to offer your assurance that you are on the right track. Let him/her be the first person to know if you have made a mistake and try and calm him/her down.
6. The Brown-nosing Boss
He relies more on his charm than skills. So, he shakes like a leaf whenever upper management is around. He nods even when he doesn't agree and says yes to everything they say because he’s keen to always please and be in their good book. Well, he fetches anything they want and also takes them for dinner to get what he wants; he fetches coffee for them every day than he manages his team.
Manage a Brown-nosing Boss: Watch what you say around him because he’ll grass on you to gain favours. Don’t gossip with him about anyone. Aim to be in his good book too. Make it your business to know what is important to him so that you know how to meet his expectations. Agree to what he says but ask questions to make him re-think his behaviour.
7. The Impulsive Boss
He changes his mind like a mother changes her baby’s nappy. He regurgitates ideas upon ideas on impulse without thinking them through. He visits another company; he sees something there that you must implement. He sees a new system, without thinking, he wants you to buy it. He generates tons of unnecessary work and projects.
Manage an Impulsive Boss: Praise his ideas first and then ask leading open questions on costs, capacity, fit and what you he’s trying to address. You can also have a list of pros and cons for him. These will make him think of his ideas better. That is the only way to make an impulsive boss see that his ideas do not solve any problems, fit with the team or company strategy.
General tips for managing bosses
  1. Be Professional at all times.
  2. Be Ready for anything.
  3. Be Proactive and take necessary actions.
  4. Be Persistent and not relent.