The Civil Engineering Boss Who “Knows It All”

MET • June 27, 2011

There is an old saying, “Those who think they know everything, annoy those of us who really do!”🙂

 

We work for them, next to them or with them. The civil engineer who “knows it all.” Just ask him and he will tell you. And he will tell you with the utmost confidence that what he is saying is as correct as the sky is blue.  As an executive recruiter, one who speaks with civil engineers and architects ALL day, I often hear  “My supervisor (could be the CEO to a Project Engineer) thinks they have all the answers and that their solutions are the ONLY correct solutions.” It is known as “follow their way or take the highway ,” so to speak.

 

Many “know it all” personalities are really folks manifesting their insecurities through stubbornness. What are some solutions to dealing with this on a daily basis?

 

  • Go out of your way to make the supervisor know you have his back
  • Find ways to personally connect with him to build bridges of trust

 

If the supervisor thinks you have their best interests at heart and trusts you, then that person will be more likely to consider your opinion. Look for ways to help him become more successful in his position (perhaps sending topical technical articles).  But be forewarned,  if you can’t do this sincerely, then don’t do it at all.

 

  • Consider his solution. Could it be the best?
  • Suggest well thought out alternative solutions
  • Ask for feedback on any flaws in your suggested plan so you can learn
  • Try to be open-minded to his reasons for pushing his solution and ask questions
  • Check with colleagues to see if they are having similar issues
  • If your Human Resources Department has a feedback mechanism for confidential information, let them know of the situation
  • Leave. Start looking for another job.

 

By all means, do not be confrontational in your approach with your supervisor. The “know it all” will shut you down and possibly roadblock your career. Unfortunately, many “know it all” types end up running, and often ruining, civil engineering companies.

 

What experiences have you had AND what happened to the “know it all” that you knew? How did you deal with the situation?

The Metzner Group Blog

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By Carol Metzner • January 24, 2025
Being ethical is critical in executive recruitment. An ethical executive recruiter recognizes that their role goes beyond merely filling a position; it is about building meaningful relationships and ensuring the match between candidate and company is genuine and beneficial. This approach is not just a professional obligation but a moral one. Building Relationships: A skilled executive recruiter understands the importance of nurturing relationships with clients and candidates. These relationships are rooted in trust, transparency, and mutual respect. By understanding both parties' needs, values, and aspirations, the recruiter can make informed decisions that lead to successful matches. Focus on Fit: The right match goes beyond qualifications and experience and involves cultural fit and values alignment. Ethical recruiters take the time to grasp the organization's culture and the candidate's personality. They strive to ensure the new hire will thrive in the company's environment and contribute positively to its goals. Integrity and Honesty: Principled recruiters uphold integrity throughout the recruitment process. They provide honest feedback, manage expectations, and avoid practices that could mislead or exploit either party. This includes being transparent about potential challenges and ensuring candidates are fully informed about the roles they are being considered for. Long-Term Success: An ethical recruiter prioritizes long-term success for both the candidate and the company. This means valuing quality over quantity and making placements likely to endure. An ethical match leads to higher job satisfaction, reduced turnover, and a stronger, more cohesive organization. In conclusion, ethical executive recruiters are about much more than filling positions. They foster relationships, ensure a good cultural fit, maintain integrity, and aim for long-term success. By adhering to these principles, recruiters fulfill their professional responsibilities and contribute to the overall well-being of the companies and candidates they serve.

Embrace the Challenge: Take That New Leadership Opportunity!

By Carol Metzner • November 19, 2024
Taking on a new executive role is more than just a career transition—it’s an adventure filled with potential and personal growth. Here’s why you should embrace this opportunity:  1. Growth and Development: A new role challenges you to stretch your capabilities and develop new skills. It’s an invaluable opportunity to broaden your horizons and enhance your leadership toolkit. 2. Fresh Perspectives: A new position brings fresh insights and viewpoints. It allows you to step out of your comfort zone and see the industry differently, fostering innovation and creativity. 3. Expanding Your Network: Embracing a new opportunity connects you with new professionals and mentors. These relationships can offer support, inspiration, and new avenues for collaboration. 4. Driving Impact: You can drive significant change in an executive role. This is your opportunity to implement strategic initiatives and make a lasting impact on the organization. 5. Personal Fulfillment: There is immense satisfaction in taking on new challenges and overcoming them. It boosts your confidence and brings a profoundly fulfilling sense of achievement. Don’t hesitate. Embrace the challenge, take that new executive role, and unlock your potential. The next chapter of your career is waiting—make it count! Let’s discuss this further. Feel free to drop me an update at carol@themetznergroup.com. #Leadership #ExecutiveOpportunities #TakeTheLeap #CivilEngineeringExecutiveSearch Carol A. Metzner The Metzner Group, LLC www.themetznergroup.com
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