BLUFF - Should I point my manager to MT and the trinity?

My company struggle with communication and feedback. My teammates complain that no one listens them and no on tell them what’s going on.

The company as a whole have noticed this and talk about it, they carry out regular reviews on making the workplace better, chart it then never follow up the reviews with action. I am fustrated by this and believe it can be fixed

An option I see is the use of trinity but I have never talked about MT. I have used it in a previous job when I was a manger and was reasonably successful with it until I left the company to change industry.

My manager is great but I feel if I point her in the MT direction she can be amazing.

Should I mention the benefits for MT and the Trinity or should I watch her struggle in silence?


DJ_150's picture

I wouldn't do it. 

pucciot's picture
Licensee BadgeTraining Badge

Yeah - don't do it unless she asks for advice or suggestions.

It might look like you are trying to manager her.

Might not go well.


gdc2579's picture


Your post suggests you might feel guilty from watching her struggle, when you know of something that could help her. While my answer suggests you should tell her, this depends on your current role - namely whether you have your own directs. Since you have done one-in-ones in your past job, I’m assuming you came to a position with similar responsibilities.

Based on this, here is my suggestion. 

Don’t mention it yet. Use these tools on your own directs. After you’ve done this for a little while, share your actions with your boss. This leads to a conversation of “Here is what I’ve been doing and these are the effects,” rather than the “You’re a struggling boss and this might help” conversation. 

if you have no directs, buy her the book The Effective Manager and find an excuse to gift it to her. Make it completely a thank you gift, and avoid any implication that she is somehow lacking. 

Hope this help!


My views are my own, largely shaped by 10 years of MT podcasts, but in no way representing MT.

LOLOL's picture

As a direct report, I understand how you feel in this situation.  I too felt hesitant telling my manager about it.  I found I was able to bait him into asking more when I noted it in my annual progress review of things I was doing for self-improvement.  When I mentioned this awesome podcast I listen to called manager tools, and that it was helping me understand more about managers and how they tick, he wanted to know more.

He hasn't bought into it himself, and he openly asks me my opinion on how to handle this or that a lot.  I think he's testing me to see how I'd fare as a manager (he's close to retirement) and so far I think it's going well.  Time will tell!

brew752's picture

Some great advice from gdc2579 and LOLOL.

I am a direct report so I know I am in a difficult position to recommend something when I am not currently practising it myself. I do hope what I have learnt through MT and how to treat my team, clients and contractors will shine through and will get me promoted quicker than my peers.

I understand that telling your boss how to do their job screws up the relationship/dynamic with them. And I also feel bad for not being able to help.

My conclusion from all the helpful advice is to keep quiet in the first instance. And there might be an opportunity to point her to MT later.

Thanks for the insight.

US41's picture

Your behavior sends messages. The message here would be negative feedback from employee to manager regarding performance in her job. Feedback to your boss is a dangerous maneuver, and often does not produce positive results. To quote a wise man, “Tell your boss the truth, and the truth will set you free.”