Can I tell my new boss I need him to draw a line with my old boss?

Anonymous

January 3,2023 at 9:45AM UTC

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Can I tell my new boss I need him to draw a line with my old boss?

My team was transferred to a newly created division. My ex boss and new boss have the same boss. I like both of them, they’re experienced, practical, happy to share knowledge.

Unfortunately this new structure caught old boss off guard and she did not want to let go of my particular team as the work we do is high profile vs the 4 other teams she has under her (one of the reasons for the move was she had too many direct reports and her focus on my area was stymied by her support of the other teams). Now with the new structure she is not happy we are making small but meaningful/imapctful changes and she’s sending emails, popping up during holidays to say “we need to discuss this”, “we can’t make changes without thinking of the flow on impact” (panic mode/fear mode, also insulting to me and the new boss as we know what we are doing), making two of her team members try to pressure me to include them in things that don’t relate to them nor that they can contribute to (and these two always go on about how many meetings they have, how late they work, so busy etc).

New boss aligns with me on the changes, but doesn’t want to upset the boat by speaking to his peer (my ex boss) and just saying we are going to do it this way for now and learn, get feedback etc or even firmer “this is now my area of responsibility, please discuss your concerns with me, not with my team member.”

So can I straight out ask my new boss I need his support to draw the line. I really avoid politics, I can play if I must and make this situation liveable by referring her to him everytime as well but then it becomes a slow but gradual erosion of my purpose and my own team will lose respect for me as I would for myself!

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Lindsay MorrisonJanuary 3,2023 at 1:39PM UTC
Your idea of asking your new boss for support is the way I would handle it, perhaps in the context of giving your understanding of the relationship between the departments, and asking if that aligns with your new boss' understanding. Then regarding your old boss, give a sentence about the overall situation including the impact on the work of your team. Then a specific example of your old boss' behavior and its impact on you and your team. Then "I'm concerned without some clarity between you leaders and the department it will hurt the effectiveness of both teams. What do you think? Do you have ideas on how to clarify the responsibilities of each team, with (old boss) and the teams?" Then listen. If your new boss doesn't offer speaking to your old boss as one of the next steps, you can say something like "While I worked for (old boss), I saw her other leaders work through these kinds of situations by..." and include speaking with her 1-1 as one of the steps.
AnonymousJanuary 4,2023 at 7:28AM UTC
Wow, thank you for such a considered and actionable, as well as professional strategy. The last part a little more challenging around how other leaders worked through it (they tried, she’s a wall and immovable on certain things, to the point the largest division in the company are dead set against her and she with them in a dysfunction that definitely impacts results, and culture) new boss has spoken to her and found that - but I think we can work on finding out why she doesn’t want to move the dial at times and address her concerns if we get to that part).
Mary PoolJanuary 4,2023 at 2:33PM UTC
Amazingly enough, she is your old boss. Stress on the word old. This means she has no say; her comments are simply comments, and her concerns should be evaluated and then dismissed or acted upon. Stop acting like she is your boss with control over your department. She only has the power here if you give it to her. So stop giving it to her. Ignore her, and she will either escalate the issue herself, or she will go away. Either way, you win, and you look like you can handle your department. Be professional, and thank the people who want to be on the projects for their interest but state their skill set is not needed at this time. I would simply stop responding to her, let your boss know you heard from her, and then let the issue drop. If you must respond, say, "I've forwarded your concerns to..." and nothing else. You don't need her permission; this is a management issue. It seems to me you are more concerned then your manager. Every time you react, you valid her position and your give her power. Stop reacting, stop validating and let management do their thing.
AnonymousJanuary 5,2023 at 2:40PM UTC
When your old boss emails you something like you've mentioned above, just cc your new boss on the reply and say, "Adding so-and-so" and then bow out of the conversation. If your old boss calls you or messages you, tell them that they need to take their concern up with your new boss. It's not your job to placate your old boss, you've asked your new boss to step up and be accountable for the decisions being made and work being done, so time to hold them to it.