How to handle a former boss who still wants to call all the shots

your authority.

Likewise, she may still be speaking for the team, even informally, with other leaders in your organization. These behaviors need to be discussed with her to ensure she knows that she’s crossing the line.

To provide a natural forum for this conversation, set up a check-in meeting to talk about how the transition is going. In this meeting, you can discuss expectations that you each had, roles and responsibilities, and challenges.

Start by listening, especially to the challenges she is experiencing, and exploring whether the transition is more difficult than she’d expected. Ask clarifying questions that will help you understand her intent and hopes for the future.

Then lay out clearly the behaviors that have had a negative impact on you.

Use “I” statements: “When this happened, I felt ... and these were the consequences.” This is a non-accusatory approach that can help deflect defensiveness.

As you work through these issues, use the meeting to create a mutual vision of shared success, and a process to keep the conversation going to avoid bumps in the future.

What if she’s resistant to your feedback?

In that case, you are the boss and are responsible for the success of the team as a whole.

If she can’t adapt to the new situation, it may be time for her to step out completely.

Liz Reyer is a credentialed coach with more than 20 years of business experience. Her company, Reyer Coaching & Consulting, offers services for organizations of all sizes. Submit questions or comments about this column at www.deliverchange.com/...