In the realm of professional life, managing upward, or managing your manager, is a skill that can significantly impact your success and satisfaction in the workplace. The hierarchical structure in organizations often places employees in a unique position: managing not only their own responsibilities but also understanding how to work effectively with their superiors.
The best leaders understand that having the support of their superiors is vital for creating a positive work environment, increasing productivity and career growth.
Understand Your Manager’s Style and Preferences
One of the fundamental steps in managing your manager is to understand their working style, communication preferences, and expectations. Each manager has their unique approach to leadership, decision-making, and communication. Observing and learning their preferred methods of interaction, their priorities, and the way they process information is key. Engaging in open conversations or seeking feedback on your work style and aligning it with their preferences can facilitate smoother interactions and enhance mutual understanding.
A case in point, in one of my leadership positions I have had a manager who was data driven and lead through numbers, reports and dashboards while the subsequent manager who took over his position was process driven and preferred to be out observing the operations, talking directly to managers and seeing things for himself rather than be behind a computer poring over data. This meant that interactions were different and had to be managed differently.
Understand their OKRs, KPIs and Constraints
Understanding your manager’s Objectives and Key Results (OKRs), Key Performance Indicators (KPIs), and constraints is important for aligning your efforts with the overarching goals of the team or organization. Often, conflicts arise because the choices you make can negatively impact the metrics and goals that they are employed to achieve.
Furthermore, recognizing the constraints your manager faces, whether they are resources including budgets, labour numbers, policy limitations, or time constraints allows you to navigate challenges more effectively. Understanding these constraints enables you to propose solutions or adjust your approach to work within these limitations, demonstrating flexibility and adaptability. It also fosters a collaborative mindset, where you can support your manager by offering suggestions that consider these constraints while striving to achieve the desired outcomes.
To provide an example, a senior leader was constrained by budgets that were created in the prior year for the current period. However, when our department was experiencing massive growth due to increased demand, our requests for more staff, more equipment and more investment meant that we were unable to get approved because they were beyond the budgets. The amount of time that we spent creating proposals and trying our best to get those approvals could have been better utilized in focusing on process improvements in our department which is what we eventually had to do.
Building a Strong Relationship
Establishing a positive and respectful relationship with your manager is foundational. It involves effective communication, actively listening to their guidance and feedback, and fostering open dialogue. Regular check-ins to discuss progress, seek clarification, or offer updates can help maintain alignment and ensure everyone is on the same page. Additionally, building rapport beyond professional interactions, such as showing genuine interest in their ideas, acknowledging their expertise, or finding common ground, contributes to a more collaborative and supportive relationship.
A way to build a strong relationship can be through mentorship. Often senior leaders have had to overcome many obstacles and challenges to get where they are. By asking about their history, stories and challenges you not only discover ideas and techniques that may help you with whatever problems you are facing, but you also build a mentorship structure where you can ask them for help whenever you require it.
Be Honest About The Issues You Are Facing
Being honest and transparent with a senior leader about the challenges and issues you encounter as a leader fosters a culture of trust and authenticity within the workplace. When you openly communicate your struggles, whether they involve team dynamics, operational hurdles, or strategic roadblocks, it showcases vulnerability and a commitment to finding solutions. This transparency creates an environment where leaders are seen as approachable and human, allowing for more open discussions and problem-solving strategies.
Additionally, being forthright about challenges enables more senior leaders to provide guidance, support, and resources to navigate these issues effectively. It opens avenues for mentorship, advice, or even organizational changes that can address underlying problems. When senior leaders witness your willingness to confront challenges head-on and seek help when needed, it sets a positive example for the entire team, encouraging a culture where seeking assistance and working collaboratively to overcome obstacles is encouraged and valued. Ultimately, this honesty fosters a healthier, more supportive working environment where everyone feels empowered to address issues openly and work together towards solutions.
Managing Conflicts and Constructive Feedback
Conflicts or differing opinions are inevitable in any workplace. Knowing how to navigate these situations is a crucial aspect of managing upwards. Handling disagreements respectfully, presenting your viewpoints with supporting evidence, and being open to compromise or alternative solutions can help resolve conflicts amicably. Additionally, providing constructive feedback in a tactful manner, focusing on specific actions or behaviors rather than personal traits, fosters a culture of continuous improvement and mutual respect.
Leverage Your Strengths and Contributing to the Team
Managing upwards also involves leveraging your strengths and actively contributing to the team’s success. Identify areas where you can add value and cover for the weaknesses of a more senior leader. It is impossible for someone to be an expert in everything and so helping coach a more senior leader in an area in which you are more knowledgeable of can go a long way to building a great relationship.
To give a personal example, I had a direct leader who had great people skills, a positive attitude and a desire to do right, she lacked technical skills in data analysis and process improvement – areas which I had more proficiency in. These skills allowed us to work together and whenever she had an issue in these areas, I was able to step up.
Conclusion
In essence, managing your manager is a strategic skill that requires a blend of emotional intelligence, adaptability, and effective communication. By understanding your manager’s style, building a strong relationship, communicating transparently, providing proactive solutions, managing conflicts, and leveraging your strengths, you can navigate this dynamic successfully. Effectively managing upwards not only fosters a positive work environment but also contributes significantly to your professional growth and success within the organization.