Q: Our group has one person, "Cindy," who is called the team lead. This is not a supervisory position. She is just supposed to assist our supervisor and fill in when he's away. Cindy constantly tells me what to do. She monitors my work, times my breaks and contradicts my supervisor's instructions.

I don't dislike Cindy, but I want her to back off and stop giving orders. Because our open-door policy says we can go straight to the vice president, I plan to discuss the situation with her. What do you think?

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A: Given a little authority, power-loving people often become petty tyrants. But while Cindy's position may have gone to her head, your supervisor is actually the responsible party. Either he has sanctioned her actions or he isn't supervising her properly.

Meeting with the vice president would not be wise. Your supervisor will view this as going over his head, and he will not appreciate it. So you need to talk with him directly.

For this conversation to succeed, however, you must not complain about Cindy. Your goal is simply to define her role. For example: "I'm a little confused about when to take direction from Cindy and when to come to you. Can you help me understand exactly what a team lead is supposed to do?" If his description matches Cindy's behavior, you need to adjust.

But if his expectations seem different, ask for clarification. Should you notify Cindy when you go on break? What should you do when her instructions conflict with his? If your boss is halfway bright, he'll get the message.

MARIE G. McINTYRE

OFFICE COACH

Q: I sit near a human resources employee who talks very loudly on the phone. She gossips about confidential personnel matters, such as the amount of someone's bonus check or which employees are being pursued by collection agencies.

Everyone in the group can hear her, even if we try not to listen. We are all afraid to go to her boss, because they are good friends. What can we do?

A: By failing to protect confidentiality, this employee damages the credibility of her entire department. So someone in management needs to know.

If you fear that her boss will blow off your concerns, seek out a more sympathetic manager. Present the facts in a calm, businesslike manner.

For example: "I hate to get anyone in trouble, but I hear a lot of confidential salary information being shared when Mary is on the phone. This seems inappropriate, but I don't think it's my place to tell her. So I just wanted to make you aware of it."

- Marie G. McIntyre is an Atlanta-based workplace coach. Her weekly column is syndicated by Knight Ridder/Tribune News Service. Send questions at www.yourofficecoach.com.