This week, I’m thinking a lot about “managing up” at work. Managing / leading / coaching is not only for top-down hierarchy. You can and should manage, lead, and coach your peers and your superiors. There’s definitely an aspect of balance to this and it’s no different than personal relationships. Both parties involved should be making effort. If one party is the only one making effort, they won’t be getting much in return and this generally results in frustration. 

Personally, I like to view “managing up” as a game: throw something out there and see what sticks. I like to see what the leader is receptive to and depending on that, I will adapt and keep trying (if I deem it worth doing so). 

Honesty is my top VIA strength and as much as I understand playing politics, sometimes, an honest conversation does the trick. If doing so, effective communication skills are of utmost importance. Remember: you can’t control how someone responds, but you can control how you communicate. Understand that culturally, in the U.S., the social norm is to be agreeable so true honesty can have a shock effect, but it can also be very powerful. The downfall of being agreeable is fostering distrust. 

As an Executive Coach, I help clients see the value in managing up and give them constructive ways to do so. There are many benefits to managing up including: increased satisfaction at work, development of leadership skills, acceleration of career advancement, improved perception of yourself with others. 

This week’s easily digestible tidbit is: really consider your reasons and goals for wanting to “manage up” at work. What’s the why? Get clear on your purpose before you decide if it’s worth trying. Generally, it takes a lot of effort to try to change the situation so you should go into it with a clear goal in mind.