Ihr Chef behindert Ihre berufliche Entwicklung. Wie werden Sie dieses Hindernis überwinden?

Work to understand the true picture and see what you can take from your current boss. Set some time up with your bosses boss, not to complain about your boss but to understand their perspective on your performance and get their advice on your career development. Often one of the barriers to internal mobility is a managers fear of losing 'their' best talent and if this is the case, think about how you can help with succession planning.

Start by having an open conversation with your boss. I once coached a professional who felt that her boss was overlooking her for promotions and high-visibility projects. It turned out that the boss's feedback, while tough, was not obstructive but rather highlighted areas that needed development. However, these areas were not being communicated clearly, leading to frustration and misunderstandings. Try this, approach it with curiosity, instead of accusing your boss of blocking you. Ask for feedback about what you can improve to have access to the projects and promotions you want. This shift in approach opens up a constructive dialogue.

Those who rely on their organisations and bosses for personal and professional development will never reach their full potential! You MUST take ownership of your development to reach your full potential! Reflect on your current situation and evaluate whether your boss is truly hindering your growth or if other factors are at play. Jim Rohn emphasised the importance of personal responsibility in career development. Are there areas where you can improve your performance or communication? Understanding the full picture helps you approach the situation more objectively and plan your next steps strategically.

Reflect on your situation objectively. Identify specific instances where your boss’s actions have hindered your growth. Consider if there are any areas where you can improve or adapt.

In addition to assessing the situation honestly, consider quietly observing your boss's motivations and pressures. Understanding what drives their behaviour—whether it's insecurity, organisational constraints, or external pressures—can provide valuable context. With this insight, you can tailor your approach to either align with their goals, find opportunities to assist them in overcoming their challenges, or strategically plan your next move within or outside the organisation.

If the conversation is not productive, consider going to your Boss’s boss. The goal is not to complain about your boss but rather to share your view with their supervisor about the situation. You may uncover useful information regarding the resistance and/or gain an ally. You may want to also want to share your perspective with HR. Odds are, others on the team may be experiencing something similar. If no one speaks up, nothing will ever change!

For the conversation with your boss to be productive, first set the intention, what you wish to achieve at the end of the discussion. If you expect an apology or an acceptance, that is not practical. What you can best expect is the boss becomes cognizant of the fact that you have not been treated fairly, in case whatever happened was not done knowingly and intentionally. If it was on purpose, that despite you being worthy you will not be given opportunities, then it is best to exit gracefully and find yourself a better workplace with a better culture or speak to the HR and get a departmental shift via job rotation.

Create the opportunity for more regular conversations. If you are not meeting regularly then start doing so. Don't wait for your boss to book them in, take the initiative and do it yourself. Set out your objectives and look to get specific feedback from your boss. If your boss isn't supportive of your progression then work to understand why. What do they think you need to change. Then decide if you think their feedback is valid, testing it with your challenge network.

After assessing the situation, have a straightforward talk with your boss. Avoid a rehearsed speech, bring specific examples of your successes and growth areas. Pick a time when your boss is relaxed and open. Show real enthusiasm for more responsibility and explore new opportunities within the company. Listen carefully, your boss might suggest options you hadn’t thought of. If you face resistance, suggest small steps forward. Keep the conversation respectful and follow up with actions to show your dedication and value.

Even if you have a great relationship with your boss mentoring can be a powerful tool for development. If you are having challenges with your boss then it's essential. Don't wait for formal mentoring programmes but reach out to more experienced colleagues asking their advice. Don't go into these sessions with the intent of complaining about your boss but to get advice about progressing your career and potentially advice on your situation depending on what the cause of the issue is. Try to meet pretty regularly, I've found 45 minutes every three weeks to be a great frequency.

Finding a mentor has been very helpful; while my manager didn't seem to care much about my career growth, I had the chance to speak to someone who cared about it and helped me identify the areas I needed to work on. It was through my previous company mentorship program. If yours has something similar, I recommend to give it a try at least!

Seeking mentorship from other leaders within or outside your organisation can be a game-changer. Simon Sinek highlights the importance of having mentors who inspire and guide you toward your potential. A mentor can offer valuable advice, share experiences, and provide an external perspective on your career challenges. Additionally, consider the return on investment (ROI) of professional coaching. Studies by the International Coach Federation (ICF) reveal that coaching provides an average ROI of 7 times the initial investment. Coaching can help you develop the skills and mindset necessary to navigate obstacles, enhance your leadership capabilities, and achieve your career goals, even in challenging circumstances.

If talking to your boss doesn’t lead to change, seek a mentor within the organization. Look for potential mentors through casual chats at company events or in common areas. Be curious about others’ career paths and consider mentors outside your immediate department for a fresh perspective. Offer value first by helping them before asking for support. Be specific in your requests, ask for guidance on particular challenges rather than general advice. Mentorship is a two-way street, so as you advance, be sure to mentor others as well.

Find a mentor within or outside your organization who can provide guidance, support, and advice. A mentor can offer a fresh perspective and help you navigate career challenges.

A reminder that there are so many other opportunities out there that will support growth. So if your boss is hindering your progress, and you’re not somehow enabling that, then lean into your network internally and externally for a) advice on how to navigate it and assess whether it’s worth the effort. And b) to open up opportunity elsewhere.

LinkedIn makes it easier than ever before to connect with professionals in the fields that you are targeting. Think about it: no other social network helps you find people with similar careers or roles you are targeting. If your manager is not helpful with learning more about a specific field, maybe you can speak to others and get their views.

Networking is critical for career development, both internally and externally. Speaking as someone who hates networking it's not the case that 'everyone else finds it easy', just that it's something you can learn to do. Start attending external events and putting yourself out there. Follow up with people on Linkedin who you meet, a really easy step when attending virtual events.

A strong professional network is essential! Adam Grant’s research on networking emphasises the importance of connecting with a diverse group of professionals. Strategically expanding your network is key for current and future career success. Jim Rohn noted, "You are the average of the five people you spend the most time with." Surrounding yourself with successful individuals in your desired future roles can inspire growth and provide valuable insights. Don’t just network within your current role—connect with professionals in positions you aspire to, gaining knowledge and opening doors to new opportunities. Build a diverse network that supports your immediate needs and future ambitions, ensuring continuous career progression.

Expanding your professional network can help if your boss isn’t supportive. Meet people in your field by attending industry events, joining professional groups, and connecting online. Focus on building real relationships rather than just collecting contacts. Introduce people who can benefit each other, this often brings reciprocal support. Be sincere, people can sense insincerity quickly. Cultivate your network wisely, and it can become a powerful asset in your career development.

When your manager is hindering your career growth, it's a tough situation to handle. You may or may not be able to clarify the real reasons, but if you feel that external factors are holding you back, it's better to focus your energy on taking action on what you can control. Once you direct your energy and attention towards proactive growth, upskilling is a great way to expand your skills, knowledge, and the opportunities that come with it. If you feel that such a situation is taking an unexpected toll on you, it may indicate that you need to put in extra effort to overcome these obstacles and regain your positive outlook before planning to improve your skills. In this case, you might consider speaking with a professional coach.

Invest in your professional development by acquiring new skills and knowledge. Attend workshops, take online courses, or earn certifications to stay competitive and enhance your value.

Investing in yourself by proactively enhancing your skills is crucial for overcoming career stagnation. Take courses, attend workshops, or earn relevant certifications aligned with your career goals. This commitment to self-improvement makes you a more attractive candidate for promotions or new roles and demonstrates initiative and a strong work ethic. Such qualities can help you stand out and advance your career, even if your boss isn’t currently supporting your growth.

All of the above are great . Although true leaders never hinder growth. Reassess if that is the place for you. You want to be inspired, work with someone genuine who encourages your growth and someone you can be open with. Remember this is a two way street and you have just as much as a say and the ones that stay silent will never achieve to their full potential.

If the situation doesn’t improve, consider exploring other opportunities within or outside your organization. Sometimes, a change in environment can provide the growth and opportunities you seek.

Sometimes, even your direct manager cannot do anything because their leadership team makes terrible decisions. That happened in my previous company, where employee career growth became the least of their problem. After some time, hoping it would change, I stopped it and found my career opportunities elsewhere. Don't let someone else's lack of leadership hinder your growth.

Finally, if all else fails, it may be time to explore other options. Carol Dweck’s research on mindset encourages individuals to embrace challenges and seek new opportunities for growth. Assess the job market, consider potential career moves, and be open to exploring roles that align better with your career aspirations. Sometimes, the best way to overcome an obstacle is to find a new environment that supports your growth and development.

Finally, if all else fails, explore opportunities outside your current organization. Sometimes, advancing your career means moving to a company that values growth and supports employees' aspirations. Update your resume, reach out to contacts in your industry, and consider what other organizations can offer for your career trajectory. Remember, your career is in your hands, and seeking new opportunities is a valid and proactive choice.