I tried to think of a way to be kinder about the question, but perhaps I should just be uncomfortably direct. My manager just doesn't get it.
There. Phew. It's out. Let the healing begin.
We have issues with communication (organizational, tactical and personal goals). And, for the most part, the main issue is that it doesn't happen. He tries, in his way. But, his organizational skills are lacking, so he rarely sticks to any sort of plan or routine. Whether it's him, his desk, his car or his appearance, it's sort of permanently disheveled. The manic mood swings don't help the package, either. Niether do the 5-6 weeks of work he misses each year for sick days and car trouble.
I could go on, but I don't think it would be effective or helpful. Frankly, I'm surprised he's still a part of the organization (I think he's surprised, too). I think I might be one of the reasons he's still here, but that's because, despite my personal opinion, I'm here to support his goals. That's a real challenge, because I have to find out the goals from other folks. But, it has afforded me the opportunity to own fully what's delegated to me.
As a senior staff member, I'm aware that the junior and mid-level folks look to me for advice, guidance and mentoring. And, I think on the topic of our manager, I may be letting them down. I readily acknowledge that I have not always been as effective as I might be in dealing with him.
I'm moving to another part of the organization, so it's not my problem much longer. However, I don't want to pass on the opportunity to learn some things that I might have done better. When it seems like your direct manager is failing, what can we, the ordinary staff members, do to continue to be effective?