Employee has an authority issue.
Establish authority that is widely accepted.
Employee has authority issues – Establishing respect without a power struggle.
Do you know the feeling? An experienced employee questions your decisions and openly shows a lack of respect for you. You want to assert your authority without entering into a destructive power struggle. Here, you will learn how to respond confidently and assertively.
Why Some Employees Do Not Acknowledge Authority
You give a clear directive and receive a dismissive glance in return. "We've tried that before," comes the response, accompanied by a reference to their own experience. You feel your authority being publicly challenged – and the entire team is watching.
Such situations are particularly challenging when dealing with long-tenured employees who see themselves as experts. They often have a strong opinion about who "deserves" to lead them. Younger or less experienced leaders must prove themselves in their eyes.
These employees respect hierarchy only when it appears logical. They are direct, competent, and accustomed to having their opinions valued. The issue is that their lack of respect is not born out of malice, but rather from genuine doubts about your authority to make decisions.
The key is not to convince them that you are nice – but that you are competent. They need factual arguments and clear boundaries, not emotional appeals.
Here’s how the conversation might go.
Two different approaches to the same authority issue.
The typical mistake
You address Michael about his disrespectful behavior in the meeting.
Michael, I've noticed that you often question my decisions. This undermines my position within the team.
With all due respect, you are not familiar with this area. I have already done this while you were still studying.
I understand that you have a lot of experience, but I am the leader here and expect respect.
Respect must be earned. I work directly with management and know how to do it right.
Michael feels validated in knowing that you are uncertain and lack true authority.
A better approach.
You address Michael directly and factually about the issue.
Michael, your expertise is valuable, but your approach to questioning decisions is hindering team efficiency. This needs to change.
Do you have any experience in this field? That's not how it works in practice.
I understand your concerns. Let's discuss your objections after the meeting. In the team, you can either support the decision or clearly articulate what is lacking.
That's a fair point. However, I want to be heard when I have concerns.
Michael recognizes clear boundaries and a structured path for his expertise.
Michael Berger
ESTJ – "The Traditionalist"38 years • Team Lead
Michael is competent, direct, and used to his opinion mattering. He only respects leaders who, in his opinion, deserve to be above him – and those are few. With younger or non-specialist supervisors, he openly shows his contempt.
Typical phrases: "With respect, but you don't know this area.", "I was doing this when you were still in college."
💡 This personality type frequently causes the leadership problem "Employee has an authority issue.".
In discussions with authority-critical employees.
These strategies help you establish respect without engaging in power struggles.
Recommended Strategies
Proven approaches for effective leadership
Demonstrate competence, don't just claim it.
Demonstrate through concrete examples and expertise that you deserve the position.
Communicate a clear hierarchy.
Clearly define your role and responsibilities without feeling the need to justify them.
Leverage his expertise strategically.
Assign him important tasks and demonstrate that you value his experience.
Clearly articulate consequences.
Explain objectively what will happen in the event of further disrespectful behavior.
Conduct discussions in a structured manner.
Provide a solid framework for objections, but not in every situation.
Pitfalls to Avoid
Common pitfalls and how to avoid them
To ask for respect or beg for it.
This confirms his assumption that you are weak and insecure.
Justifying your position.
Justifications signal uncertainty and invite further attacks.
Downplaying his experience.
This only makes him more resistant and reinforces his sense of injustice.
Become emotional or personal.
He uses emotional reactions as evidence of your inability.
Avoid confrontation entirely.
Silence is perceived as weakness and encourages further disrespectful behavior.
Practice authority conversations and other challenging situations in our AI role-plays. Make mistakes here, not in the real meeting.
Frequently Asked Questions About This Leadership Challenge
Other leaders are asking themselves the same question.
How can I identify if my employee has an ESTJ personality type?
Why does my employee constantly challenge my authority – is this intentional?
How do I prepare for a conversation with an authority-challenging employee?
How can I best initiate the conversation without my employee shutting down immediately?
What should I do if my employee continues to argue during the conversation and questions my authority?
What happens after the conversation – what should I keep in mind?
Does such a conversation actually help, or does it only make things worse?
When is a conversation no longer sufficient – when should I involve HR?
How does AI training for challenging employee conversations work?
Is an AI role-play truly comparable to a real employee conversation?
How much time should I allocate for training?
Where can I find more information about the ESTJ personality type as a leader?
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