Thank you for Subscribing to Agri Business Review Weekly Brief
We’ve all encountered the constant stream of articles, podcasts, and TED Talks offering advice on how to be an exceptional leader in today’s dynamic workplace. We all aspire to work for someone who inspires, empowers, and communicates effectively.
But the truth is, not every leader is there yet.
Whether it’s a newly promoted manager still finding their footing or a seasoned leader with lingering blind spots, leadership excellence isn’t always a given. While much of the conversation focuses on how leaders can grow, we rarely talk about what employees can do when they find themselves working with a leader who’s still developing, or, in some cases, resistant to change.
Here are three practical strategies employees can use to navigate these situations with resilience and professionalism:
1. Shift Your Mindset
“When you change the way, you look at things, the things you look at change.”
— Wayne Dye
When working with a challenging leader, mindset becomes your most powerful tool. How you perceive and respond to difficult dynamics can shape your experience and outcomes. Adopting a growth-oriented, empathetic perspective can help you stay grounded and focused, even in tough moments.
2. Focus on What You Can Control
“Do not let what you cannot do interfere with what you can do.”
— John Wooden
When working with a challenging leader, mindset becomes your most powerful tool. How you perceive and respond to difficult dynamics can shape your experience and outcomes.
It’s easy to feel powerless when facing leadership challenges, but focusing on your sphere of influence can make a significant difference. Here are four key areas to prioritize:
• Clarify expectations: Understand what matters most to your leader—goals, deadlines, and deliverables.
• Communicate proactively: Share updates, flag obstacles early, and offer solutions.
• Seek feedback: Ask for input on your performance to identify strengths and areas for growth.
• Own your mistakes: Be accountable, admit missteps, and commit to learning from them.
Even if outcomes fall short, leaders— yes, even the difficult ones—tend to show more patience and grace when they see genuine effort, transparency, and a willingness to improve.
3. Avoid the Gossip Loop
“Misery loves company.”
— Christopher Marlowe
When frustrations build, it’s tempting to vent to coworkers. And while it’s natural to seek support, gossip rarely leads to productive change. Instead, be intentional about how, when, and with whom you share concerns. A good rule of thumb: if the conversation doesn’t lead to constructive action, it’s probably not worth having.
Final Thoughts
Difficult leaders are part of the workplace landscape. Just like employees, leaders are on their own development journeys. Rather than focusing solely on what others need to change, take the opportunity to reflect inward and ask, What can I do to be successful in this environment?
Important Note: This article is not intended for situations involving violations of company ethics or conduct policies. If you experience inappropriate behavior, report it through your organization’s official channels.
