Autocratic leadership – characterised by top-down control, intolerance of dissent, and a need to dominate – is unfortunately on the rise again in some organisations and institutions, especially during times of uncertainty, polarization of views and rapid change.
Leaders who rely heavily on authority rather than collaboration can be among the most difficult people to work with and influence. Challenging them directly often backfires, reinforcing their controlling tendencies and putting your role, or well-being, at risk.
This article offers practical, politically prudent strategies for influencing this type of leader while protecting your confidence, emotional health, and professional standing.
Understand Their Need for Power and Control
Some people have a deep need to control their environment, including those around them. Psychologist David McClelland identified power as one of three core motivational needs (alongside achievement and affiliation). Individuals high in the need for power often seek leadership roles, thrive in hierarchical environments, and feel compelled to influence outcomes and decisions.
This drive can stem from insecurity, past experiences of vulnerability, or competitive environments that shaped their belief in dominance as a survival strategy. In some cases, this power is used responsibly and for the greater good, but when unchecked or self-serving, it can lead to toxic work environments and low morale.
Understanding the leader’s core motivations – whether fear-based, ego-driven, or value-oriented – can help you anticipate their behaviour and respond with greater emotional intelligence and impact.
Step Back and Weigh Your Options
Before committing to a long-term strategy for managing an autocratic boss, it’s important to reflect on your own needs, values, and emotional resilience. Ask yourself:
- Is this person’s behaviour harming my confidence or mental health?
- Are there redeeming qualities or opportunities for growth in this situation?
- Can I handle the emotional demands of this relationship day-to-day?
- Does working for this person compromise my core values?
- What’s the risk-benefit analysis of staying versus leaving?
- Is there a realistic possibility this person will evolve their leadership style?
If your answer points toward long-term harm and limited growth, it may be time to plan a transition rather than endure.
Build the Relationship, Carefully
Start by investing in the relationship in a way that establishes trust without triggering defensiveness. Show that you’re collaborative, capable, and respectful. Hold back on assertiveness or pushback until you’ve proven your value. Focus on helping the leader achieve goals that matter to them – it’s only after delivering on their priorities that they may begin to lower their guard and trust your perspective.
Patience is key here. Change will be slow and non-linear. Expect setbacks.
Appeal to Ego and Needs for Recognition
Autocratic leaders often have deep-seated needs for recognition and status. Rather than confronting or labelling them, look for their strengths and contributions – even if they’re buried deep beneath domineering behaviour.
When appropriate, acknowledge what they do well and how it benefits the team. Provide specific, sincere feedback that reinforces their more constructive behaviours. This encourages receptiveness and helps shift the focus from control to collaboration.
Avoid Public Confrontation
Publicly challenging an autocratic leader is likely to backfire. Instead, frame feedback or dissent as part of a shared goal – strengthening the team, solving a problem, or achieving excellence. Focus on questions, reflections, and shared interests rather than direct criticism.
Early in the relationship, rely on “pull” strategies: active listening, thoughtful questions, and highlighting common ground. As trust grows, you can carefully introduce more “push” behaviours like fact-based persuasion or measured assertiveness, but always with an eye on how your input is being received.
Watch their body language, tone, and response carefully to calibrate your approach.
Give Feedback Only After Building Trust
Honest feedback about a leader’s dysfunctional behaviour should only be offered when mutual respect and trust have been clearly established. Autocratic tendencies often stem from overused strengths – like confidence or drive – that have gone unchecked.
When you do provide feedback:
- Be specific and constructive.
- Focus on the impact of the behaviour.
- Deliver it in a non-threatening, private setting.
- Consider rehearsing with a trusted peer or coach beforehand.
This preparation ensures the feedback is delivered with clarity and intention, not frustration.
Build a Support Network
Autocratic leaders often rely on perceived control over their team to maintain authority. You can reduce this imbalance by forming strong, professional connections across your organisation.
Quietly build supportive relationships with peers, mentors, or more senior colleagues who can provide backing, guidance, or reinforcement when needed. This network not only boosts your confidence but also makes it harder for the leader to isolate or marginalise you when you express alternative viewpoints.
However, be discreet. Boasting about your connections can be seen as a threat and provoke further control tactics.
Influence Begins with Connection
Working for an autocratic leader is rarely easy, but it can be a powerful learning experience if approached with caution, curiosity and consideration. The key is to understand the person behind the behaviour: their fears, needs, strengths, and blind spots.
By shifting your mindset from resistance to curiosity, and using empathy alongside political savvy, you can navigate even the most difficult leadership dynamics with greater resilience, influence, and impact.
Remember: Every leader, no matter how controlling, is still human. Influence begins with connection.
Navigating the challenges of autocratic leadership in your organisation?
Let’s explore how a more collaborative, strengths-based approach can help your leaders inspire – not control. Get in touch or Book a free demo of TalentPredix™ today.
