What do you do if your team manager lacks the key qualities for successful system development?

1 Identify the gaps

The first step is to identify the specific areas where your team manager is falling short. For example, are they unable to define the scope and goals of the system, or do they fail to provide feedback and support to the team members? Are they unfamiliar with the tools and technologies used in the system, or do they struggle to resolve conflicts and issues? By pinpointing the gaps, you can better understand the impact they have on the system development and the team dynamics.

2 Communicate your concerns

The next step is to communicate your concerns to your team manager in a respectful and constructive way. You can use examples and data to illustrate how their lack of qualities affects the system development and the team performance. You can also suggest some possible solutions or improvements that can help them overcome their weaknesses. For example, you can ask them to clarify the requirements, delegate some tasks, seek training or mentoring, or involve other stakeholders. The goal is to help your team manager realize their shortcomings and motivate them to change.

3 Seek alternative sources of guidance

If your team manager is unable or unwilling to change, you may need to seek alternative sources of guidance for your system development. You can look for other experts or mentors within or outside your organization who can provide you with technical advice, feedback, or support. You can also collaborate with your team members and share your knowledge, skills, and ideas. You can also consult with the end users or clients of the system to understand their needs and expectations. By seeking alternative sources of guidance, you can compensate for the lack of quality in your team manager.

4 Focus on your own performance

Another strategy is to focus on your own performance and deliverables in the system development. You can set your own goals and standards, and track your progress and quality. You can also document your work and achievements, and showcase them to your team manager and other stakeholders. You can also seek feedback and recognition from others who appreciate your work. By focusing on your own performance, you can demonstrate your value and professionalism, and avoid being dragged down by your team manager.

5 Consider your options

The final step is to consider your options for the future of your system development and your career. You can evaluate the pros and cons of staying or leaving your current team or organization. You can also explore other opportunities or projects that may suit your interests and skills better. You can also seek advice or support from your peers, mentors, or counselors who can help you make informed decisions. By considering your options, you can determine what is best for you and your system development.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?