Let them know how you feel.
If they've done any sort of management training (which I realise they may not have) they'll have done this kind of thing, and if you use the right buzzwords you should get the right response.
Make an appointment to see them and give it the non-accusatory "I feel..." treatment eg I don't feel that you support me as part of the team, I feel that my contributions are not valued etc. Keep it v professional though.
You're not saying that they don't value you, merely that you don't feel they do - gives them an oppotunity to solve it without losing face (very important to this kind of power-mad boss).
Relate it to how efficiently/well you work eg I find that recognition motivates me to perform better, that I get more from my team if they feel I have your support.
Suggest that s/he offers constructive criticism eg I know you didn't like the way I handled XXX, would it be possible to have some guidance on how you would like such things handled.
Ask for formal training (eg a course) on particular sticking points.
I have a difficult and power-mad boss, but I find playing her at her own game can really help. Once you work out what it is s/he needs (fawning, recognition, backchat etc), you can do whatever it is and keep them happy, which is half the battle.
Mine keeps coming up with completely nutty ideas, so I implement them for a test period, suggest 'improvements' (sometimes complete inversions), then tell her what a wonderful idea it was that she came up with.
She's happy because she thinks she had a great idea, I'm happy because I got the best bits of it but not the silly bits, harmony reigns.
Good luck!