Coaching Up: Navigating the Challenges of Working for an Underperforming Comms Supervisor

In the ideal workplace, supervisors are beacons of knowledge and guidance. While interviewing for one internal communication role in my career, someone referred to the hiring manager (my soon-to-be supervisor) as a “genius.” Fast forward 48 hours into the job, and I discovered the hard truth: they weren’t. Not only was this supervisor not a genius, but they also proved to be an underperformer and unqualified to oversee a communication function. How did I not discover this during the interview process, you ask? Great question.

A few things happened: 1) The hiring manager could talk a good enough game during the 15 minutes of questions I got to ask them; 2) The other individuals I interviewed with (one of whom made the “genius” comment) did nothing but sing the praises of the hiring manager’s expertise (spoiler: these people didn’t know a thing about effective communication); 3) I was dazzled by the job’s salary.

What do you do when your manager is an underperformer and unqualified to supervise a communication function? The answer lies in "coaching up"—an artful approach that balances diplomacy with the pursuit of excellence. Here’s what that looks like in action.

• Understanding the Landscape
  First, take a step back and analyze the situation. Is your supervisor new to the role, or are there external pressures impacting their performance? Understanding the root cause of their underperformance is crucial in tailoring your approach. Remember, empathy can be a powerful tool in fostering a positive working relationship.

• Communicate Openly and Respectfully
  Start by initiating a conversation in a respectful and non-confrontational manner. Frame your concerns around the collective goals of the team rather than pointing out individual shortcomings. For example, "I've noticed some challenges in our recent projects. How can we collaborate more effectively to meet our objectives?"

• Offer Constructive Feedback and Solutions
  When providing feedback, ensure it is constructive and paired with potential solutions. Highlight specific instances where you believe improvements can be made and offer your support in those areas. This not only shows your commitment to the team's success but also positions you as a resource rather than a critic.

• Lead by Example
  Exemplify the qualities and standards you expect from leadership. Demonstrate effective communication, strategic thinking, and proactive problem-solving in your daily tasks. Your supervisor might begin to mirror these behaviors, gradually elevating their own performance.

• Seek External Mentorship and Training
  Suggest external training or mentorship opportunities for your manager. Professional development programs can provide them with the skills and confidence needed to excel in their role. Frame this suggestion positively, emphasizing growth and improvement.

• Foster a Supportive Team Environment
  Encourage a team culture where everyone supports one another. When the team collectively strives for excellence, it can mitigate the impact of an underperforming manager. Celebrate successes and learn from failures together.

While coaching up when your supervisor is underperforming and unqualified is challenging, it also offers an opportunity to strengthen your leadership skills and contribute to the overall success of your communications function. By approaching the situation with empathy, respect, and a strategic mindset, you can help elevate your supervisor's performance while fostering a more effective team dynamic. However, some supervisors are genuinely uncoachable. With these individuals, you might find yourself putting in effort only to feel like you're riding a carousel—constantly moving but going in circles. Recognize when enough is enough and it's time to move on.