Leading Your Boss
One of my senior manager executive coaching clients is becoming better at recognizing what her boss needs to do her job better. I am coaching a number of middle managers to lead their boss, and help team members become fully engaged.
The middle managers know that for the company to thrive depends on all company leaders and team members to make the right things happen. Human Resources is partnering with middle managers to become more proactive in solving company challenges. Our current executive coaching and leadership consulting work is focused on helping leaders at all levels improve their collective performance.
3 Questions to Ask
Managers who lead up demonstrate they’re aware of the bigger picture. They’re ready, willing and able to do whatever it takes to strengthen the organization and team.
Managers need to ask themselves three questions:
1. What does the leader need? The boss is responsible for motivating her people to get things right. What does she need to do her job better? To help her, you’ll need to think more strategically and act tactically.
2. What does the team need? Teams don’t always pull together because egos get in the way. The boss ends up spending valuable time soothing hurt feelings. What if a team member were to step forward and help bring everyone together? This would free the boss to focus on bigger issues, and the team would be more productive.
3. What can I do to help the leader and team succeed? Perhaps you can take on more responsibility or step back and let others rally. Maybe you can sacrifice a personal need that allows the team to conquer a challenge. What will it take to help everyone push ahead?
When you can answer these questions and formulate an action plan, you’ll have a roadmap for leading your boss in ways that make her look good and the team succeed. You’ll emerge as a team player who is adept at making the right things happen.
Your ability to lead up is an indication of your potential to become a senior leader. How you demonstrate initiative, overcome obstacles and promote resilience are critical measures of senior leadership. If you influence your boss and convince others to work together, you’ll open the door to future promotions and the chance to lead the entire organization.
Are you working in a company or law firm where mangers first ask permission and then step up to lead their boss? Does your company or law firm provide leadership coaching and leadership development to help middle managers take the initiative in identifying and solving problems? During tough economic times, leaders at all levels need to influence people to overcome challenges and achieve team and company goals.
I am currently accepting new executive coaching, career coaching, and leadership consulting clients. I work with both individuals and organizations. Call 415-546-1252 or send an inquiry e-mail to mbrusman@workingresources.com
One of my senior manager executive coaching clients is becoming better at recognizing what her boss needs to do her job better. I am coaching a number of middle managers to lead their boss, and help team members become fully engaged.
The middle managers know that for the company to thrive depends on all company leaders and team members to make the right things happen. Human Resources is partnering with middle managers to become more proactive in solving company challenges. Our current executive coaching and leadership consulting work is focused on helping leaders at all levels improve their collective performance.
3 Questions to Ask
Managers who lead up demonstrate they’re aware of the bigger picture. They’re ready, willing and able to do whatever it takes to strengthen the organization and team.
Managers need to ask themselves three questions:
1. What does the leader need? The boss is responsible for motivating her people to get things right. What does she need to do her job better? To help her, you’ll need to think more strategically and act tactically.
2. What does the team need? Teams don’t always pull together because egos get in the way. The boss ends up spending valuable time soothing hurt feelings. What if a team member were to step forward and help bring everyone together? This would free the boss to focus on bigger issues, and the team would be more productive.
3. What can I do to help the leader and team succeed? Perhaps you can take on more responsibility or step back and let others rally. Maybe you can sacrifice a personal need that allows the team to conquer a challenge. What will it take to help everyone push ahead?
When you can answer these questions and formulate an action plan, you’ll have a roadmap for leading your boss in ways that make her look good and the team succeed. You’ll emerge as a team player who is adept at making the right things happen.
Your ability to lead up is an indication of your potential to become a senior leader. How you demonstrate initiative, overcome obstacles and promote resilience are critical measures of senior leadership. If you influence your boss and convince others to work together, you’ll open the door to future promotions and the chance to lead the entire organization.
Are you working in a company or law firm where mangers first ask permission and then step up to lead their boss? Does your company or law firm provide leadership coaching and leadership development to help middle managers take the initiative in identifying and solving problems? During tough economic times, leaders at all levels need to influence people to overcome challenges and achieve team and company goals.
One of the most powerful questions you can ask yourself is “Am I a middle manager who can effectively lead my boss?” Emotionally intelligent and socially intelligent organizations provide executive coaching and leadership development for managers who want to create a work environment where employees are fully engaged and help company leaders make and execute good business decisions.
Working with a seasoned executive coach and leadership consultant trained in emotional intelligence and incorporating assessments such as the Bar-On EQ-i CPI 260 and Denison Culture Survey can help you create an organizational culture where middle managers are more proactive in leading from the middle. You can become a leader who models emotional intelligence and social intelligence, and who inspires people to become fully engaged with the vision, mission and strategy of your company or law firm.I am currently accepting new executive coaching, career coaching, and leadership consulting clients. I work with both individuals and organizations. Call 415-546-1252 or send an inquiry e-mail to mbrusman@workingresources.com
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