Great Boss and Manager Relationships
Are you working in a company or law firm where managers do a good job of managing their boss? Do you have a collaborative working relationship with your boss that fits both your needs and personality styles? Does your company or law firm have boss-manager relationships that are open, honest and build trust?
One of the most powerful questions one can ask is “Does our organizational culture encourage managers to give open and honest feedback to their boss?” Emotionally intelligent and socially intelligent leaders pay attention to building work relationships where the channels of communication are always open and feedback is appreciated.
Do leaders in your organization empower managers to manage their boss when appropriate? Are you a leader who models open communication by creating a workplace culture and climate that relishes the truth? Are you able to create a high performance workplace where leaders and teams are energized by developing great working relationships?Checklist for Managing Your Boss
Make sure you understand your boss and his/her context:
- Goals and objectives
- Pressures
- Strengths, weaknesses, blind spots
- Preferred work style
Assess yourself and your needs, including:
- Strengths and weaknesses
- Personal style
- Predisposition toward dependence on authority figures
Develop and maintain a relationship that:
- Fits both your needs and styles
- Is characterized by mutual expectations
- Keeps your boss informed
- Is based on dependability and honesty
- Selectively uses your boss’s time and resources
No doubt, some managers will argue their jobs are complicated enough and they shouldn’t have to invest time and energy in managing upward. They fail to realize how managing the boss can actually simplify their jobs by eliminating the potential for severe problems.
Effective managers recognize this part of their job is legitimate and that they’re ultimately responsible for what they achieve in an organization. As such, they must establish and manage relationships with everyone on whom they depend — most importantly, the boss.
Working with a seasoned executive coach trained in emotional intelligence and incorporating leadership assessments such as the Bar-On EQ-i and CPI 260 can help you become an inspiring leader who knows your own strengths and weaknesses and the priorities of your boss. You can become a leader who models emotional intelligence and social intelligence, and who inspires people to become happily engaged and aligned with the vision and mission of your company or law firm.
I am currently accepting new executive coaching and career coaching clients. I work with both individuals and organizations. Call 415-546-1252 or send an inquiry e-mail to [email protected].
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