If you can't stand to report to him, then you find another job, or at least find another department within your company so you're not under him. And it probably

If you can't stand to report to him, then you find another job, or at least find another department within your company so you're not under him. And it probably wouldn't hurt to talk about this conflict with other managers you do trust at the company (if you don't trust any of them, the problem almost certainly isn't them). I've been in your shoes - a peer got promoted to be my manager when our old manager retired. We were okay as peers, but very bad in a hierarchy, and I eventually got fired. I should have just quit instead. Still, though, I think you're letting resentment blind you. It's easy to be the hero of your own story, and for anyone you're in conflict with to be the villain, but that doesn't mean it's right. We're all unreliable narrators. Try this exercise. Repeat after me... "I may be wrong. I am often wrong." This is my mantra. Recognize your own fallibility. Try looking at it from the perspective of "What if I'm wrong?" It solves a lot of problems (or leads to the correct solutions). And the more you do it, the easier it is. Consider my earlier point, that what he did isn't incompetence - not if his goal was to get out of technical and into management. And since he's apparently good at those people things, he might well be recognizing where his talents are, doing the right thing for himself and the organization. Consider also a telling bit of evidence in your response to me - "we worked together for two years on a daily basis". If that's true, is it also true that you did all the work and he unfairly claimed credit? What was he doing, if he wasn't writing code? Is "kiss-ass" a fair assessment, or an resentful interpretation of his useful work? Try to stop being angry long enough to consider that.