Q I was recently reviewing the salaries of my direct reports. Some of them make more than I do but contribute a lot less to the organization. Should I ask for a raise?
You can always ask for a raise, but be sure to ask for the right reasons. The fact that some staff members earn more than you isn't the information you need to validate your request. As difficult as it may be, it's important to put that aspect aside and focus on what you bring to the organization. The use of job comparisons of a manager to a staff member won't go far in the eyes of administration. Be straightforward in your approach and note your accomplishments, certifications, and any additional responsibilities you've taken on. Begin by promoting yourself, your skills and knowledge, and the successful projects you've undertaken. Prepare salary statistics of similar positions in your demographic area to demonstrate that your current salary is below the average. Researching the market and being familiar with how your organization approaches salary increases will be of great value as you begin the negotiation process. Approaching the subject with preparation of these details will give you confidence during the meeting with your manager. Your manager may be unprepared for your request and need time to respond, so be patient. Additionally, be prepared to file a written account that details your significant accomplishments.
Q Although my manager and I agree on the goals of the organization, we differ radically on the process of how to achieve them. Should I succumb to her requests or just do it my way?
The underlying issue here is trust. If you regularly feel pressure to carry out your manager's requests without any input or opinion, you aren't making any progress toward sharing your thoughts. In reality, your supporting her choice of process demonstrates that she can trust you to follow through with her initiatives. Both you and your manager have to be working on the same platform to accomplish organizational goals. By building trust, you'll set a course for more effective communication. When the time is right and the trust between everyone is intact, approach her regarding a new process you'd like to try that you feel confident about. Tell her that you want to actively support her methods and practices, yet at the same time you need her to help mentor your growth and leadership skills. Find one thing you can agree on that's from your plate of ideas, and settle on an approach for you to initiate it. Take note of your progress, and keep your manager posted as things move forward. Making the decision to do your own thing without her support is a clear message of disrespect and demonstrates behavior that isn't conducive to working on ideas as a team.