PDF Summary:HBR Guide to Managing Up and Across, by Harvard Business Review

Navigating workplace relationships with your superiors demands finesse and adaptability. The experts at HBR Guide to Managing Up and Across underscore the importance of collaborative partnerships, clear communication, and a thoughtful approach when influencing those in positions of authority.

The guide provides actionable strategies for building trust with managers, overcoming problematic behavior patterns, and respectfully offering input that adds value. Learn key tactics for understanding diverse leadership styles and leveraging your strengths to foster mutual success within the organization.

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By regularly demonstrating your proficiency and surpassing anticipated outcomes, you can gradually build confidence with your supervisor and secure increased independence. Remember, your goal is to mitigate their apprehension by showcasing your dedication and proficiency in achieving shared goals.

Set definite limits on the extent of your supervisor's involvement.

Micromanagers frequently overstep their roles by involving themselves in tasks that are below their level of compensation or skill set. From the beginning, it's crucial to define the roles, responsibilities, and how decisions will be made for every project. Gallo recommends initiating candid dialogues to clearly establish boundaries regarding each individual's level of participation and domain of authority.

You can establish distinct limits that subtly steer your superior's focus toward strategically important tasks that genuinely necessitate their skills, thereby granting you more freedom to execute your responsibilities independently.

Ensure your supervisor is consistently updated on relevant matters.

Ensure your supervisor remains knowledgeable and in control by regularly providing comprehensive updates on your progress. Gallo suggests setting up routine check-ins, transmitting updates on your tasks via email, or utilizing collaborative software to actively keep your supervisor updated on your progress, thus diminishing their requirement to constantly monitor your initiatives.

By engaging in open communication, you can address the worries of a closely supervising superior, foster confidence, and progressively secure more independence in your work responsibilities.

Tackle the difficulties encountered when operating under a supervisor who is deficient in essential skills.

Unfortunately, not all managers are skilled or capable. Incompetent bosses can diminish team spirit, hinder productivity, and impede your professional progression. Exploring alternative strategies is recommended before making the decision to move on from your present position.

Understand the fundamental causes behind your supervisor's lack of competence.

McKee recommends refraining from hastily categorizing your superior as lacking competence. Explore various perspectives and potential contributing factors. Could it be that your own insecurities or biases are inadvertently being attributed to your manager? Might there be challenges or factors within the company that you haven't been informed of?

Delving more deeply into the circumstances can provide fresh insights that might alter how you view your supervisor's abilities. This approach can bolster your empathetic insight and foster the development of more effective strategies while preserving the same outcome.

Take on additional responsibilities that are advantageous not just for your team but for the whole company too.

Leverage your supervisor's weaker areas to advance your own professional growth. McKee recommends proactively tackling assignments that pose a challenge to your supervisor, thereby bridging the deficiencies to guarantee collective achievement and showcasing your capacity for guiding others. Take advantage of this chance to improve your skills, broaden your understanding, and gain recognition from senior management.

Working alongside a supervisor who might not have extensive knowledge presents a unique opportunity for you to showcase your abilities and have a substantial impact on the organization.

Enhance your individual abilities and knowledge on your own.

Take steps to prevent your supervisor's limitations from hindering your professional advancement. McKee advocates for proactively pursuing opportunities for personal development through both structured and casual learning experiences. Actively pursue constructive input from trustworthy peers and advisors.

Seek out diverse sources to supplement your supervisor's guidance, thereby ensuring the ongoing improvement of your abilities.

Work effectively with a supervisor who tends to shy away from confrontational situations.

Conflict-averse bosses can be frustrating, especially when you depend on them to advocate for your team, make tough decisions, or address contentious issues. However, by grasping their apprehensions and implementing targeted tactics, you can adeptly maneuver through this sensitive relationship dynamic.

Frame problems and discussions in neutral, solution-oriented terms

Rather than bringing up issues or conflicts with your supervisor, Field suggests portraying challenges as chances for enhancement, emphasizing resolutions over pointing fingers or underscoring weaknesses. Pose hypothetical inquiries to anticipate potential obstacles and suggest preemptive actions.

To foster a collaborative environment for productive conversations that align with mutual objectives, it's beneficial to initiate dialogue with soft openings, thereby circumventing your supervisor's tendencies to shy away from conflict.

Support your proposals with solid evidence to strengthen your manager's confidence in your decision-making abilities.

Equip your supervisor, who tends to avoid conflict, with the necessary resources and insight to tackle difficult circumstances with assurance. Field suggests bolstering the convincing power of your suggested plan by incorporating detailed data, formulating strong justifications, and underscoring its unique benefits. They are therefore more equipped to interact with senior leaders or peers holding different views, offering their perspectives with greater assurance and clearly articulated logic.

By establishing a strong base and crafting a persuasive argument, you empower your manager to advocate successfully for your team's needs and to make wise decisions, particularly in difficult situations.

Explore indirect ways to influence your boss, such as written communication

If your supervisor tends to avoid direct confrontations, Field recommends considering alternative communication methods to share vital information. Keep a record of your accomplishments, voice concerns, or suggest new concepts by utilizing emails, written correspondence, or official documentation. By offering information to your supervisor in a way that gives them space to think and respond at their leisure, you foster a setting that is more likely to lead to productive dialogue.

Adapting how you communicate to resonate with what your supervisor prefers can foster constructive interactions without causing discomfort or the need for forceful strategies.

Other Perspectives

• Recognizing and adapting to different personality traits may not always be feasible, especially in rigid corporate structures where individual adaptability is limited.
• Micromanagement can sometimes be a symptom of systemic issues within an organization, not just a supervisor's personal inclination.
• Consistently providing superior quality work may not alleviate a micromanager's anxiety if their behavior is driven by external pressures or organizational culture.
• Setting definite limits with a supervisor might not be practical in hierarchical or autocratic work environments where employees have little leverage.
• Regular updates might not reduce micromanagement if a supervisor's behavior is rooted in a lack of trust or a desire for power rather than a need for information.
• Tackling difficulties with an incompetent supervisor could lead to overstepping professional boundaries and might not be welcomed by the supervisor or the organization.
• Understanding the causes behind a supervisor's lack of competence doesn't necessarily equip an employee to compensate for these deficiencies without additional support or resources.
• Taking on additional responsibilities can lead to burnout and may not be recognized or rewarded by the organization.
• Enhancing individual abilities and knowledge independently may not compensate for a lack of leadership or mentorship within the workplace.
• Conflict-averse supervisors may require more direct and structured support to develop their conflict resolution skills, rather than employees consistently adapting to their avoidance.
• Framing problems in neutral, solution-oriented terms might not address the root causes of issues and could lead to superficial solutions.
• Providing solid evidence to support proposals assumes that the supervisor is rational and open to evidence-based arguments, which may not always be the case.
• Indirect ways of influencing a boss, like written communication, may be less effective in urgent situations or when immediate feedback is necessary.

Providing valuable perspectives and successfully wielding influence over your superior.

Leading upwards requires going beyond simply following instructions. The perspectives and understanding you provide are valuable not only to your superiors but also enhance the whole organization. Influencing your superior's decisions requires tactful communication, well-timed suggestions, and a thorough understanding of the art of persuasion.

Time feedback appropriately and build trust first

To offer your superior valuable insights, it's essential to establish a foundation of mutual trust and respect. Before offering feedback, consider the nature of your relationship with your supervisor, their receptiveness to suggestions, and the likelihood of delicate issues arising.

Refrain from offering your viewpoints until you are specifically solicited for them.

Baldoni underscores the necessity of being invited before proposing unasked-for guidance to your superior. Some supervisors may proactively seek input during performance assessments or informal discussions. New avenues for career advancement can arise when you initiate conversations on potential initiatives or solicit guidance from your supervisor.

By taking advantage of these impromptu moments, you can integrate your feedback into the conversation to underscore our shared goals.

Concentrate on conveying your viewpoint rather than insisting on specific requests.

When providing feedback, it's wise to focus on sharing your own experiences and perspectives rather than suggesting fixes or critiquing your superior's decisions. Begin your statements by clearly expressing your viewpoint. Observing your quietness during the meeting gave me the impression that my concerns were being overlooked.

Providing your insights in a helpful and candid way can help your supervisor understand the implications of their decisions, potentially leading to thoughtful consideration and positive changes.

Anticipate a less-than-positive response and react in a constructive manner.

Despite having positive intentions, individuals may sometimes react to feedback with resistance or defensiveness. Detert emphasizes that employees frequently possess an incomplete understanding of their superior's circumstances, which can lead to emotional reactions and possible resistance.

If your supervisor responds unfavorably, ensure that the feedback you provide aligns with their objectives and what they deem important. Identify particular actions that could be impeding their advancement. Ask them which kinds of feedback they find most helpful and what topics they believe should not be discussed in order to keep communication flowing.

Use persuasion techniques effectively

To secure backing for your projects and influence your boss, you must go beyond merely presenting data and statistics. Conger delineates four essential actions for employing persuasion successfully:

Demonstrate your trustworthiness by displaying your expertise and building connections.

Build a solid foundation of trust before attempting to persuade others. Influence stems from a combination of specialized knowledge and solid connections. Displaying expertise through a consistent record of successful outcomes and the exercise of prudent decision-making fosters trust in your capabilities. Meanwhile, by actively engaging in genuine conversations, providing mutual assistance, and valuing collaborative efforts, you will strengthen the bonds with your colleagues.

People are generally more swayed by those they respect and have confidence in. Broaden your impact by concentrating on skill development and the growth of your professional connections.

Articulate your goals and ideas by highlighting the mutual benefits and positive outcomes for everyone concerned.

Conger suggests emphasizing shared goals and illustrating the benefits for all involved to achieve successful persuasion. Focus on how your proposals can improve team productivity, advance the company's goals, or meet customer needs, rather than highlighting how they might benefit your personal career progression. To foster a shared sense of dedication and boost involvement, it's crucial to frame your proposals in a manner that aligns with shared values and interests.

Remember, individuals tend to endorse concepts they see as advantageous to both parties and in harmony with their personal objectives.

Employ compelling, affective backing to solidify your stance.

Simply presenting logical and factual points of view frequently does not influence individuals' feelings or beliefs. Conger recommends strengthening your case by using persuasive examples, engaging narratives, and familiar metaphors that forge a powerful emotional bond. Engaging your audience on both an emotional and rational level can result in a message that resonates more deeply and is remembered longer.

Remember, people are often moved to action by emotions, even if their initial understanding is based on logic and evidence.

Establish an emotional rapport with your supervisor.

Influencing others is ineffective if done in solitude. It's crucial to grasp the emotional terrain of your superior and tailor your communication approach to suit it.

Consider their personality, past experiences, and current challenges. Do they find data-backed arguments more convincing, or are they more influenced by appeals to emotion? By tailoring your manner of speaking, such as your tone and choice of words, to resonate with their emotional state, you can strengthen the effectiveness of your interactions and forge stronger connections.

Other Perspectives

• While establishing trust is important, it can sometimes be necessary to offer unsolicited feedback when it pertains to ethical concerns or urgent matters that a superior may be overlooking.
• There are situations where insisting on specific requests is necessary, especially if a viewpoint is backed by strong evidence or pertains to critical issues that require immediate attention.
• Anticipating a less-than-positive response might lead to a self-fulfilling prophecy where one is unprepared for a positive or neutral response, which could be a missed opportunity for constructive dialogue.
• Persuasion techniques, while effective, should not replace open and honest communication. Over-reliance on persuasion could be perceived as manipulative.
• Demonstrating trustworthiness through expertise is important, but it should not overshadow the need for humility and the ability to admit when one does not have all the answers.
• Highlighting mutual benefits is key, but it's also important to recognize and address potential downsides or sacrifices that may be required to achieve a goal, ensuring transparency and informed decision-making.
• Emotional rapport is valuable, but it should not come at the expense of professionalism or by compromising one's own emotional boundaries and comfort.
• Employing affective backing can be powerful, but it should not overshadow the need for factual accuracy and logical reasoning, which are foundational to sound decision-making.