In this cast, we continue our conversation on how to work with an angry and demeaning boss.

In case you missed it, here is part 1 of the series: Bad Boss #1 - The Angry and Demeaning Boss, Part 1

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This cast explains how to work with an angry and demeaning boss.

We wish we didn’t have to do casts like this, but angry and demeaning bosses are a fact of life. And, for most of us, it doesn’t matter how great a boss WE are if we WORK FOR someone who is angry, demeaning, and generally unprofessional. Despite our recommendations to focus on your team, because that’s where the leverage is, OUR boss still exists. And if she’s a jerk, we’ve got to adapt. Here’s how.

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This cast recommends a simple approach to speed up your fitting in to a new organization and role.

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This cast explains how to improve an especially important relationship during economic downturns: your boss's peers.

Your boss's peers play an important role in a downturn. There are two reasons that come to mind right away. The first is one that's important at all time, but heightened during a slow economy. It's their willingness to help you achieve what you need achieved, usually by interceding on your behalf with their directs.

If you have a good relationship with your boss's peers, they are much more likely to talk to one of their directs on your behalf, AFTER having given you 5 minutes to state your case for why one of their team isn't doing what you need them to do. They're much more likely to make a phone call for you, or look over a presentation that you need pre‐wired.

And during a downturn, almost every manager and executive tightens their circle of concern a little . . . or a LOT. If you have a good relationship with a peer of your boss, you're more likely to have a shot at these kinds of things even when things aren't going so well.

The second reason, though, is the real hidden gem. Some of our listeners have already figured it out. Your boss's peers are likely going to be in the Steel Cage Deathmatch Meeting where your job security is determined. Being well perceived by the group who will make THAT decision is a Career Tools No Brainer.

How do we do it? We have three recommendations, each of which has some detailed guidance.

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This cast explains how to handle gossip in the workplace.

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This cast describes a recruiting “technique” called the “Dangle”, and how to combat it.

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This cast explains the SECOND most important behavior or habit to ensure your success as a project team member.

It’s one thing to manage a project. But far more of us are ON projects, not managing them. How can we do this while still getting “all of our real work done”?

We have a series of recommendations – this is the second one. ;-)

Note: We made reference to the cast we did on resumes. You'll find it here: Your Resume Stinks!

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This cast explains an effective way to maintain relationships with professional recruiters.

In today’s slow economy, we don’t want to NEED a recruiter and then discover none of them remember us. Almost no one but smart senior executives reach out proactively – but you can do it too. Here’s how.

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This cast describes the reasons why leaving your company or industry in a downturn CAN be a bad idea, and recommends options to consider in those situations.

Too many professionals fail to realize that leaving their company or industry during a downturn has a long-term consequence – executives are expected to have experience navigating all the way through a slowdown.

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This cast explains an important career search question, and how to answer it: "What do you want to do, and where do you want to do it?"

You're going to be asked this question, and you have to know how to answer it, without limiting yourself. It's one of those fleeting career moments whose outcome is defined likely BEFORE the moment arrives.

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