What does it mean?

Managing up is a strategic approach to fostering a relationship of trust and influence with your superiors. It involves understanding their priorities, communication styles, and expectations, and aligning your own work and communication accordingly, ultimately optimizing success for both you and your manager.

It’s also important to clarify what managing up is NOT:

• It’s not about managing your manager in a controlling sense, but rather about enhancing mutual understanding and productivity.
• It’s not about manipulation or flattery but rather fostering a mutually beneficial partnership that enables both parties to succeed.
• It’s not about circumventing management hierarchy to make decisions, but rather enhancing collaboration and decision-making within it.

Why is it Important?

Despite its critical role in workplace dynamics, managing up is often overlooked and rarely taught. Effective management upwards is key to advancing your career and achieving your professional goals. By proactively managing up, you can:

• Gain Support and Resources: Building a strong rapport with your superiors can lead to increased support for your projects, access to resources, and opportunities for career advancement.
• Enhance Communication: Clear and effective communication with your higher-ups ensures alignment on goals and expectations, reduces misunderstandings, and fosters a culture of transparency and trust.
• Influence Decision-Making: When you understand your manager’s priorities and concerns, you can tailor your proposals and recommendations to resonate with their objectives, increasing the likelihood of buy-in and support.
• Navigate Organizational Politics: Every workplace has its politics and dynamics. Managing up allows you to navigate these complexities with finesse, ensuring that your voice is heard and your contributions are recognized.

How to Manage Up Effectively

In an environment where technical skills are often prioritized over management skills, the likelihood of encountering a less-than-ideal manager is high, making mastering the art of managing up essential for navigating professional challenges effectively.

Managers are humans too and are susceptible to all the complexities that makes each one of us.

Here are some steps on how to effectively Manage Up.

1. Understand their Goals & Priorities: Spend time to understand what their most important KPI is and what success means to them in the eyes of their management. When you don’t have straightforward answers to some of these questions, use your observations and the knowledge of the environment to fill in the missing pieces.
2. Understand their work style and Communication Preferences: This is extremely important to improve the working relationship with your manager. It’ll also be the difference between you being the go-to person and a pest. Work Style & Communication preferences vary and you can understand these by talking to them or observing them at work. Focus on the details – how do they like the status report structured, do they prefer email updates on Slack messages, Would they prefer you ack the message from stakeholders even if you don’t have the complete solution ready for them at this time, how do they view punctuality and meeting attendance and meeting invite responses, etc.
3. Adapt your style to suit them: While this is easier said than done, understand that their success also depends on your success and they will equally adapt as mutual trust is built. I’ve found it easier when this is done in small bits. Start by synchronizing styles for the most important aspects and work your way down. Adapting does not mean that you completely change or forego your own style of working.
4. Build Trust: I’ve mentioned before that building trust in any relationship requires, the 3 C’s – Character, Competence, and Communication. Be consistent and keep your promises, build competence, and exhibit an extreme ownership mindset. Managers rarely like surprises, so be proactive in communicating statuses and ask for help when you need it. Let them know soon enough if something is falling apart and provide your thoughts on what we could do to mitigate problems.
5. Be Solutions Oriented: Rather than be the person who can find and articulate all the problems, be the one who also provides what you think are possible solutions. This not only shows your resourcefulness but also highlights your competence and intention to do the right thing.
6. Seek & Provide Feedback: Once enough trust is built in a relationship, you can both seek and provide feedback to improve the working relationship. While seeking feedback, Reduce cognitive load and make it easy for them to give you feedback. Always set clear context without assuming anything and ask specific questions. For example, Rather than say – “Can you help me on how to think about setting goals/expectations for engineers“, Say, “I drafted these role expectations for engineers, can you review and provide feedback on what you think is missing or could be done better“. When providing feedback, identify the areas where you can genuinely help and then participate. Know the right time and place to provide feedback and bring it up there so it’s more effective.
7. Set up expectations on how you’d like to be Managed: Managers come in many styles and it’s important that you also set expectations on the best way they can manage you and help you do your best work. Be specific on what you need and respectfully bring it up. Give them time to adapt to your style and needs. For example, you may have a specific time of day when you are most productive and don’t want distractions. Talk to them about it and assure them that your availability when needed is not going to be an issue for them or your team.

In conclusion, mastering the art of managing up is essential for career success and organizational effectiveness. By understanding your manager’s preferences, communicating effectively, and aligning your goals with theirs, you can build a strong relationship based on trust, mutual respect, and shared success. Embrace the challenges as opportunities for growth, and approach managing up with enthusiasm and intentionality.

Additional Reading

https://hr.ucmerced.edu/content/managing-what-it-and-why-do-it
https://houseofmangalam.com/blogs/camphor-tales/story-of-lord-vishnu-narad-muni
https://www.purewow.com/money/types-of-bosses-tips
https://www.idealist.org/en/careers/managing-up-how-to-provide-feedback

As I reflect on my journey, I’m transported back to that moment over a decade ago when I made the leap from being an accomplished lead engineer on PayPal’s Core Platforms team to assuming the mantle of a manager within the same team. The questions, uncertainties, and challenges that punctuated that juncture continue to resonate with many who find themselves at a similar crossroads today.

Address the WHY?

Understanding the motivations behind your decision to transition into a management role is paramount, as it sets the foundation for your long-term success. Consider the following questions:

What are your motivations driving this transition?

• Are you drawn to the potential for accelerated career growth that management offers compared to an individual contributor role?
• Has your current leader recognized leadership qualities in you and offered you the role based on your demonstrated behaviors?
• Are you considering the switch because your peers have expressed confidence in your managerial potential, and you’ve been exhibiting behaviors that resonate with effective leadership?
• Do you believe that your skills and ambitions are better aligned with the responsibilities of a successful manager?

You may have more than one reason from the above example or some other completely different reason, but it’s important that you spend time thinking about it honestly as it’ll guide your progress and help identify areas that you need to focus on.

One important caveat to bear in mind is that if you’re considering this transition solely for the sake of growth opportunities and nothing else, it’s crucial to pause and reconsider. Making this decision based solely on perceived advancement prospects can potentially compromise both your effectiveness in the role and your long-term well-being. It’s worth noting that many corporations offer parallel career tracks that allow individual contributors to experience significant growth and development similar to those in managerial positions. Take a moment to reassess your motivations and consider the broader implications before proceeding.

Identify Necessary Skillsets

It’s crucial to identify the skillsets required for a successful transition into management and assess your current proficiency level, as well as your plans to learn or enhance these skills.

Effective Communication: This will serve as your superpower in your new role. Unlike your code, which spoke for itself as an individual contributor, your ability to communicate effectively, both orally and in writing, will be essential for managerial success.

Strategic Thinking: Managers must navigate the organizational landscape strategically, understanding overarching objectives, defining priorities, and anticipating trends. Unlike individual contributors, who focus on depth, managers must take a breadth-first approach, making trade-off decisions in an ever-changing ecosystem.

Decision Making & Dealing with Ambiguity: Managers must be comfortable making decisions with incomplete information and be willing to revisit and adjust decisions as needed.

Conflict Resolution: Managers are responsible for handling conflicts within the team and across stakeholders diplomatically to maintain productivity and progress.

Time Management: Effective time management, including prioritization and delegation, is essential for balancing multiple responsibilities in managerial roles.

Emotional Intelligence: Understanding and addressing the emotional needs of the team and building trust are crucial for fostering high-performance team dynamics.

Assess your comfort to some hard truths of management

Accountability vs. Delegation: While you’re accountable for the team’s results, you won’t be executing all the work yourself. Success hinges on your ability to delegate effectively and empower others to deliver.

Impact on Others: Your actions as a manager will significantly impact the happiness and well-being of your team members. Their success and satisfaction are intertwined with your effectiveness as a leader.

Delayed Gratification: Unlike the immediate feedback of resolving technical issues, the outcomes of management efforts may take months or even years to materialize. Patience and long-term vision are essential.

From Tech Debt to Management Debt: Transitioning from handling technical challenges to managing people introduces a new set of responsibilities, including addressing “management debt” such as team dynamics and performance issues.

Shift in Focus: Your primary focus will shift from coding and architecture to activities like conducting 1:1 meetings, setting performance goals, fostering cross-functional collaboration, and delivering presentations.

Different Skill Set: Managing people requires a distinct skill set from managing code. Formal authority alone is insufficient to drive change; effective leadership involves understanding and motivating individuals.

Charting the Course

Identify Relevant Training Opportunities: Work with your leaders to Explore available training programs, workshops, or resources that can help you develop essential management skills. Look for opportunities that align with your learning objectives and career goals, such as leadership development courses or mentorship programs.

Trial Period or Exploration: Consider trying out aspects of management in a temporary or experimental capacity before committing to a permanent transition. This could involve shadowing a manager, leading a small project or team initiative, or volunteering for leadership roles in cross-functional projects to gain firsthand experience and assess your suitability for the role.

Contingency Planning: Anticipate potential challenges or obstacles that may arise during the transition process and develop contingency plans to mitigate them. Identify potential rollback options or exit strategies, such as revisiting your original role or seeking alternative career paths, in case the transition does not proceed as planned.

Feedback and Reflection: Seek feedback from peers, mentors, or managers throughout the transition process to identify areas for improvement and ensure alignment with organizational expectations.

Things to remember

Here are some important reminders to keep in mind:

Role Modeling Behaviors: Remember that your actions as a manager will set the tone for your team. Be mindful of the behaviors you exhibit, as your team members will often emulate your approach to work, communication, and collaboration.

Exhibiting Vulnerability: Embrace vulnerability and acknowledge that you don’t have all the answers. It’s okay to seek input from your team, admit mistakes, and ask for help when needed. This fosters a culture of openness, trust, and continuous learning within your team.

Seeking Feedback: Actively solicit feedback from your team members on your leadership style, communication effectiveness, and areas for improvement. Constructive feedback can provide valuable insights for personal and professional growth and strengthen team dynamics.

Networking Within the Company: Cultivate strong relationships and networks within your organization. Building rapport with colleagues from different departments can be invaluable for gaining support, sharing insights, and navigating challenges effectively, especially during times of crisis.

Thinking About Systems and Processes: Look beyond day-to-day tasks and consider the broader systems and processes within your team and organization. Identifying areas for optimization, streamlining workflows, and implementing best practices can improve efficiency, effectiveness, and overall team performance.

Finding a Mentor or Coach: Consider seeking guidance from experienced mentors or coaches who can offer support, advice, and perspective as you navigate the challenges of management. Their insights and expertise can help accelerate your development and enhance your effectiveness as a leader.

Maintaining Technical Skills: Being a manager doesn’t mean you abandon your technical skills. You can still contribute by picking up small, non-urgent tasks, or assisting with technical challenges when needed. This not only supports your team but also demonstrates your commitment to staying engaged with the technical aspects of the work.

Relating to an old Indian proverb, Don’t aspire to be a banyan tree leader who shields & protects the team in all situations. Remember that while shade is great, there can be no growth if there’s no exposure to sunlight. Be the guiding light that empowers others to flourish on their own.

In conclusion, transitioning from an individual contributor to a management role is a significant step in your career journey. By understanding your motivations, honing essential skill sets, acknowledging the challenges ahead, and charting a clear execution plan, you can navigate this transition with confidence and success. Remember, the path to becoming an effective manager is not without its obstacles, but with dedication, resilience, and a willingness to learn and grow, you can unlock new opportunities for personal and professional fulfillment. Embrace the journey ahead, and may it lead you to new heights of leadership and accomplishment. Remember, your job is not to create followers, your job is to create more leaders.

Further Reading

“Management Skills: New Manager Training” (Udemy).
“Becoming a Manager: Transitioning from Individual Contributor to Leader” (LinkedIn Learning). —
“Conflict Resolution in Leadership and Talent Management” (Udemy) –
“Time Management Fundamentals” (LinkedIn Learning)