Effective Upward Management: Strategies for Career Success
In today’s dynamic work environment, navigating relationships within an organizational hierarchy is essential for career growth. This concept, often referred to as “managing up,” involves developing strategies that allow employees to work effectively with their superiors and other influential figures within their organization. Melody Wilding, an executive coach and author of Managing Up: How to Get What You Need from the People in Charge, emphasizes that mastering this skill can lead to not only career advancement but also increased job satisfaction.
Understanding Managing Up
Managing up is fundamentally about building strong relationships with individuals who hold more positional power than oneself, particularly one’s direct supervisor. However, it extends to project leads and skip-level managers—those who may not directly oversee your work but influence your job and career. Wilding underscores that effective managing up is not about ingratiating oneself or flattery; it’s about being seen as a thought partner and trusted advisor.
The Challenges of Managing Up
Many professionals struggle with managing up due to a lack of guidance on the interpersonal skills necessary to navigate workplace politics. Wilding notes that while individuals often excel in technical job functions, they may not receive the training needed to effectively understand and engage with human behavior in the workplace. Cultural backgrounds may also reinforce reluctance to assume an active role in influencing upward dynamics, as some individuals may perceive this as overstepping boundaries.
Key Conversations in Managing Up
Wilding identifies ten common types of conversations that typically arise between employees and their managers. Here, we explore the foundational elements that contribute to effective upward management:
1. Alignment Conversations
The goal of alignment conversations is to ensure that you and your manager share a clear understanding of priorities and success metrics for your role. Engaging in these discussions allows you to focus your efforts on high-impact projects that align with organizational goals. Wilding warns that many employees dismiss this conversation, assuming alignment exists without verifying it, which can lead to misaligned expectations and wasted efforts.
2. Engaging with Skip-Level Managers
Building a connection with your skip-level boss—the manager of your manager—provides valuable context regarding organizational priorities and strategies. Wilding suggests approaching these conversations with your manager’s knowledge, framing it as a way to gather insights that can enhance your team’s effectiveness rather than as an attempt to bypass authority.
Adapting to Management Styles
Recognizing and adapting to different management styles can mitigate conflicts within the workplace. Wilding explains that what may seem like challenging behavior from a manager might stem from differing communication styles. For example, a micromanaging boss may simply have a high drive for detail and control. Understanding this can help you tailor your communication approach, reducing misunderstandings.
Setting Boundaries Effectively
Another critical aspect of managing up involves expressing your boundaries while maintaining team collaboration. Wilding emphasizes the importance of tactfully declining excessive requests. Utilizing questioning techniques can create room for negotiation and understanding. For instance, asking clarifying questions about the urgency and context of a new task can create an opportunity to delegate it elsewhere, if appropriate.
Taking Ownership of Projects
When it comes to demonstrating initiative, Wilding advocates for a gradual approach to taking ownership of projects. Rather than making unilateral changes, seek input from your colleagues to ensure that your suggestions are aligned with team dynamics. Presenting feasible solutions alongside identified challenges fosters a collaborative atmosphere for implementation. This technique is known as “pre-suasion,” where you prepare your colleagues for proposed changes by first gaining their perspectives and support.
Visibility and Recognition
To enhance your professional visibility, Wilding recommends using the “we, then me” framework during discussions with management. Acknowledging team efforts before highlighting your contributions allows you to advocate for yourself without appearing self-serving. This balanced approach helps maintain positive team dynamics while ensuring your achievements are recognized.
Career Advancement: Timing and Tactics
Effective upward management also encompasses proactive career conversation strategies. Wilding highlights the importance of initiating discussions about career goals well in advance of performance reviews. By articulating your ambitions and understanding your manager’s expectations, you can align your efforts with the necessary steps toward a raise or promotion.
Conclusion
Success in today’s organizational landscape relies heavily on effective upward management. By mastering key conversations, understanding management styles, and advocating for yourself tactfully, you can enhance not only your career trajectory but also your daily work experience. Melody Wilding’s insightful strategies provide a framework for navigating the complexities of workplace relationships, helping individuals work smarter and thrive in their careers.