President Trump’s aides have “basically stopped trying” to contain his incessant tweeting habit, according to a recent Politico report — one possible explanation for his weekend tweets about Sen. Al Franken, the Minnesota Democrat accused of groping and kissing a woman without her consent.

“The Al Frankenstien picture is really bad, speaks a thousand words. Where do his hands go in pictures 2, 3, 4, 5 & 6 while she sleeps?” he tweeted. “And to think that just last week he was lecturing anyone who would listen about sexual harassment and respect for women. Lesley Stahl tape?” His comments drew scathing parallels to the “Access Hollywood” tape that threatened to derail his campaign last year.

Maybe you have a difficult boss who micromanages, struggles to delegate, acts inappropriately or tends to self-sabotage. (A 2015 Gallup survey found about half of respondents had left a job “to get away from their manager.”) So how do you manage up without their ever realizing it? Here’s what experts said:

Align your communication style with theirs “so they’re open and receptive to feedback,” said millennial workforce expert Alissa Carpenter. Pay attention to how they typically address you and whether they prefer to talk in person, over email or otherwise. And make sure your goals and expectations match up; otherwise, Carpenter said, “you’re constantly going to be butting heads.”

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Position yourself as a trusted adviser to help shape their thinking, executive coach Michelle Friedman told Moneyish. “It’s a junior adviser, but it’s a valuable perspective,” she said. Bosses sometimes have closer relationships with certain team members than they do with others, she said, and will often consult them for advice.

Understand what motivates them. “What do they really care about? What’s important to them?” Friedman said. “Until you know what people’s motivations are, it’s hard to then work with their behaviors and then modify them.” If looking good to their own boss is their no. 1 priority, you might subtly frame your tips in service of that goal.

Ask former or current colleagues how best to communicate with your boss, suggested Carpenter. “Hop on the phone, grab coffee and say, ‘This needs to be confidential. I experienced something with my boss and I don’t know how to handle it,’” Monster.com coach Vicki Salemi said. “(The) other person will already hopefully have known what is the best, most effective way to communicate this so that it actually gets results.”

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Address them privately. It’s best to opt for a one-on-one setting, where managers will likely be more receptive to criticism, rather than confronting them in a public forum like a meeting, Carpenter said. If you want to take issue with their actions, Salemi added, it’s best to speak at least a few minutes later rather than clashing in the moment.

Come prepared with concrete examples of the offending or annoying behavior and its potential repercussions, said Salemi. Be clear about why this issue is important to you, added Carpenter, and provide support of the wrongdoing as well as a possible solution. “If possible, provide data and specific situations,” she said. “The conversations should not revolve around the negative and should focus on what can be improved on.” Use phrases like, “I think we should try (this) because it will help (that). This is important because …”