Book SummaryHBR Guide to Managing Up and Across, by Harvard Business Review

1-Page Summary1-Page Book Summary of HBR Guide to Managing Up and Across

Engaging effectively with your immediate superior.

Successfully steering your professional path relies heavily on skillfully handling interactions with your supervisor. Building a strong partnership with your supervisor, founded on mutual trust, understanding, and support, can significantly improve your collaborative efforts.

Evaluate the nature of your current relationship with your supervisor.

Prior to fostering a robust rapport with your supervisor, assess the existing dynamics and pinpoint opportunities for enhancement. This necessitates understanding your supervisor's diverse and occasionally competing obligations and confronting any preconceptions you might hold about the dynamic between you two.

Understand that your supervisor serves the dual role of guiding your development and evaluating your work contributions.

Your supervisor has the dual role of nurturing your professional growth and evaluating your contribution to the workplace. Requesting assistance can sometimes cause unease as it may reveal weaknesses that could be perceived as deficiencies during performance evaluations. Hill and Lineback recommend maintaining flexibility rather than focusing exclusively on a single role, understanding that your supervisor's role may change based on the circumstances.

Begin by gauging your supervisor's readiness to offer assistance with minor, low-stakes tasks. Tailor your strategy to align with their responsiveness. Exhibit characteristics esteemed by leaders, like the ability to make firm decisions or cultivate agreement among peers, thereby creating a common perspective and strategy.

Consider your personal experiences and attitudes towards those in positions of power.

Your perception and interaction with individuals in authority significantly shapes the relationship you have with your direct supervisor. Consider your past engagements with individuals in authority and identify any consistent feelings, positive or negative, that have stemmed from these interactions. Unexplored emotions might skew how you view your immediate supervisor, which could result in needless disputes or excessive reliance.

Grasping these inclinations helps in developing a more impartial way of engaging with your superior, which nurtures a positive connection. To work successfully alongside your superior, it is crucial to let go of any preconceived notions and engage with them, considering their distinct traits and the particularities of the workplace environment.

Collaborate with your supervisor instead of viewing them only as an evaluator of your work contributions.

Build a sincere partnership with your superiors, marked by mutual reliance and collaborative involvement. This involves not only exceeding expected results but also building a dependable relationship while understanding the unique personality and leadership approach of your boss.

Ensure that your work meets your supervisor's expectations, including the manner in which you convey information and your commitment.

Performance is paramount, but it extends beyond simply achieving results. To effectively influence and guide those above you in the organizational hierarchy, it's essential that your actions align with the strategic vision and methods employed by your direct manager. Ensure you regularly update your supervisor on your progress and proactively alert them to any upcoming obstacles. Prioritize their favored methods and regularity of communication, leaning towards more frequent updates to prevent unexpected developments.

Demonstrating loyalty and support is another key element of the partnership. Provide sincere support, voice your differing opinions in a constructive manner, and actively support the achievements of your supervisor, instead of providing blind allegiance. Your accomplishments are intimately connected to the successes of your immediate superior.

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HBR Guide to Managing Up and Across Summary Adapting to the diverse personalities and behaviors of various supervisors.

Not every manager possesses the same level of competence. Every leader has unique strengths and weaknesses, and their behavior might sometimes be disruptive or detrimental to your work-related interactions. Recognizing different personality characteristics and adapting your approach accordingly is crucial for effectively overcoming these obstacles.

Stay alert to signs that suggest your supervisor is inclined to micromanage.

Micromanagers frequently exhibit behaviors driven by anxiety and a strong desire to maintain control over circumstances. Their scrupulous focus on specifics can be beneficial, yet their skepticism and continuous supervision may suppress innovation, diminish drive, and obstruct career advancement.

Alleviate the tension and worry of your supervisor by consistently providing work of superior quality.

To mitigate the effects of micromanagement, it's crucial to address the root concerns causing your supervisor's anxiety. Demonstrating your capability and building a reputation for dependability can be achieved by consistently surpassing standards and ensuring timely delivery that aligns with expectations. By proving to your superiors that you are...

HBR Guide to Managing Up and Across Summary 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...