5 strategies to help you decrease unwanted pivots

1. 'Tee-up' the conversation

Before presenting something with the intention of receiving feedback from your boss, Lotardo recommends that you "proactively explain the context of the project, why it matters, who is involved, and what the expectations were (because they probably forgot)."

Lotardo also recommends asking yourself the following questions:

• Which approach would result in a more thoughtful conversation?
• Which is more likely to create a lasting agreement?
• Which conversation would leave you and your boss feeling better?

While "teeing-up" conversations might feel tiresome, it can help you in the long run, Lotardo writes. "[I]f your leader has a history of back-pedaling, the few minutes you spend crafting a tee-up could save you hours or weeks down the road."

2. Be specific when asking questions

When it comes to navigating an indecisive leader, Lotardo advises avoiding asking the question, "What do you think?"

"When asked for general feedback, most bosses will come up with something to change or add," Lotardo writes. "It's your job to point them to where they can be most helpful. Defining the feedback scope is crucial."

Along with exploring ways to "tee-up" the conversation that results in your asking for feedback, Lotardo recommends considering:

• What is my boss good at? How can I leverage their strengths?
• What's the most urgent component of what I'm discussing?
• What could potentially derail success?
• When considering all the elements of my plan, which will have the biggest impact on my success?

When approaching your boss with these prompts in mind, you'll be able to enable your boss to provide the feedback and support you need to succeed.  

4. Politely push back

It can be difficult striking a balance between outright refusing feedback and being too willing to make changes on the fly, Lotardo writes. However, "There's a middle ground, between toddler-level stubbornness and staying awake until midnight to rework your deck for the tenth time."

Lotardo suggests politely pushing back with language that takes the project and both your positive intentions in mind, while also noting that certain elements have undergone several changes. Also consider:

• Do you think the current version won't accomplish the objective?
• Will the change you're requesting alter the outcome?
• What's the cost of waiting to move forward?
• Is the change worth the investment of (X amount of time) or would that time be better served prioritizing Y?

While these conversations require a particular tone and cadence, Lotardo implores readers to "ask these questions from a place of curiosity." Employees may not always have the full picture.

5. Consider your own relationship with change

Our brains crave certainty, and navigating changes can be difficult from time to time. However, Lotardo writes, "change comes with the territory of progress."

However, she warns, "If every small 'edit' is triggering a fight or flight response for you, it's worth exploring the root of your reluctance."

While "being able to operate in the face of change" is "imperative for your personal happiness," Lotardo says, sometimes circumstances warrant said change, even if it creates added work and frustration for you.

"You have the power to rein in your boss's endless ideas and decrease the number of unwelcome pivots," Lotardo writes. " … With intentionality, you can reap the benefit without paying a never-ending rework price."