Leading Up
18/Oct/09 21:11 Filed in: Careers
Have
you ever heard of managing your boss? Have you ever
tried it? Does it sounds impossible, risky, or like
the best thing you've heard in weeks?
Managing your boss, or "leading up" may also be called leading from the middle. In other words, middle management taking the initiative to exert some measure of influence on the organization in a positive way. This may mean pushing for a new product to be developed, encouraging a new strategic business relationship, or highlighting more efficient and effective processes that make the company stronger.
While strategic direction will still be set from the top, the people in the middle of the organization are often closest to the customer, with their ear to the ground of what is happening at a tactical level. This perspective can be invaluable to the success of a corporation when those that have front-line information also know how to position their ideas.
While some bosses may never accept people under them showing initiative, most will appreciate a subordinate who is engaged and brings ideas that benefit everyone. After all, such ideas can position the boss for success. Assuming that your boss is somewhat open to new ideas from those who work for him or her, how do you go about "leading up" in a way that does not look self-serving?
First, recognize that there is likely to be some resistance to any new idea. Position the idea as good for others (the team, the whole organization), and do not focus on yourself or how it impacts you personally. You will want to avoid it looking political and instead highlight the business case for the idea.
Second, think through how you can make it comfortable for your boss. How does what you're proposing or doing help her do her job more effectively? What would it free him up to do? If this positions your boss for success, don't let your ego get in the way. Instead focus on being a self-starter, showing initiative, and trust that what is best for the organization is best for you in the long run.
You will likely become a greater asset to your boss and the department, and that can only position you for greater things as the company contemplates succession planning and leadership development. And you will know that you were able to effect a positive change from the middle of the organization.
For more ideas on this topic, I suggest listening to John Baldoni in the Harvard Business Review IdeaCase #166 "Leading Your Boss (and Following Your Subordinates): http://blogs.harvardbusiness.org/ideacast/2009/10/leading-your-boss-and-followin.html
Managing your boss, or "leading up" may also be called leading from the middle. In other words, middle management taking the initiative to exert some measure of influence on the organization in a positive way. This may mean pushing for a new product to be developed, encouraging a new strategic business relationship, or highlighting more efficient and effective processes that make the company stronger.
While strategic direction will still be set from the top, the people in the middle of the organization are often closest to the customer, with their ear to the ground of what is happening at a tactical level. This perspective can be invaluable to the success of a corporation when those that have front-line information also know how to position their ideas.
While some bosses may never accept people under them showing initiative, most will appreciate a subordinate who is engaged and brings ideas that benefit everyone. After all, such ideas can position the boss for success. Assuming that your boss is somewhat open to new ideas from those who work for him or her, how do you go about "leading up" in a way that does not look self-serving?
First, recognize that there is likely to be some resistance to any new idea. Position the idea as good for others (the team, the whole organization), and do not focus on yourself or how it impacts you personally. You will want to avoid it looking political and instead highlight the business case for the idea.
Second, think through how you can make it comfortable for your boss. How does what you're proposing or doing help her do her job more effectively? What would it free him up to do? If this positions your boss for success, don't let your ego get in the way. Instead focus on being a self-starter, showing initiative, and trust that what is best for the organization is best for you in the long run.
You will likely become a greater asset to your boss and the department, and that can only position you for greater things as the company contemplates succession planning and leadership development. And you will know that you were able to effect a positive change from the middle of the organization.
For more ideas on this topic, I suggest listening to John Baldoni in the Harvard Business Review IdeaCase #166 "Leading Your Boss (and Following Your Subordinates): http://blogs.harvardbusiness.org/ideacast/2009/10/leading-your-boss-and-followin.html