Does he prefer a more formal and organised approach?
Make sure that meetings with him have set agendas.
Does she become impatient or inattentive when you veer off the topic at hand?
Keep digressions, background detail, and informal chitchat to a minimum.
How does he process information best?
If he likes to be able to study it by himself, give it to him in written form. If he likes to be able to ask questions, present it to him in person.
What is her decision-making style?
If she is a high-involvement manager, touch base with her often on an ad hoc basis. If she prefers to delegate, keep her abreast of important changes and major problems, but handle the other details on your own.
Does she seem to have difficulty figuring out what she wants, often responding to your proposals, which you think incorporate her preferences, by saying that you haven’t given her what she wants?
What’s probably happened is that she’s continued to reflect on the issue after discussing it with you but hasn’t kept you up to date on her latest thinking. You must take the initiative here to ensure that you’re in constant contact with such a boss, frequently asking her to articulate her objectives, respond to your proposals and ideas, and let you know if there’s anything else she needs from you. Document these conversations with follow-up memos; these will provide opportunities to correct any misunderstandings.
How does he handle conflict?
If he seems to thrive on it, be prepared for lively, spontaneous exchanges with him; if they become heated, it’s not necessarily a sign that he’s angry with you. If he tends to minimise conflict, respect that preference without falling into the trap of telling him only the happy news. He needs to know about failures and important problems, but it may be best to inform him about these in private.
