This segment details a practical approach to managing interactions with an incompetent manager. Instead of directly offering unsolicited feedback, the speaker suggests subtly guiding the manager towards a more structured and efficient interaction style by posing open-ended questions about the effectiveness of one-on-one meetings and how to optimize their time together. This indirect method empowers the manager to arrive at solutions independently, fostering a sense of control and ownership, which is more likely to lead to positive changes in the working relationship. Unsolicited feedback to managers rarely works. Instead, subtly suggest structured interactions (e.g., less frequent meetings) by asking how *they* can best utilize your time. Let them propose solutions; empower them, don't dictate. Document agreements and follow through sincerely.