Managing Upwards

3 Responses

1. Can’t contact you !
   Hi Colette,

   I can’t find any contac details for you, but I hope you check back for replies to your message.

   If so – can you expand a little on “Managing Upward” ?
   What level is(are) the candidate(s) ?
   Would something like “Stakeholder Management” be useful ?

2. Managing from the middle
   Hi colette,
   I have a package that is called Managing from the middle and deals with leadership from Team Leader/Shift Leader position where pressures come from both ends of the spectrum

3. Ten elements of managing up
   Hi Collette,

   I see ‘managing up’ as a combination of awareness, diplomacy plus knowledge of one’s needs and values.

   One of the coaching programs available to me as a CoachU grad lists ten elements of managing up around which a training program could readily be built;
   1) I empower my manager to manage me well
   2) I keep manager fully informed
   3) I meet weekly with my manager to report and learn
   4) I relate to my manager more as a great coach
   5) I make strong requests of my manager so as to be able to produce well
   6) I don’t compete or react to my manager
   7) I immediately give my manager problems I cannot solve
   8) I brief my manager well – data, options, recommendations
   9) I put myself in my manager’s shoes and manage from there
   10) I always stay in full communication with my manager.

   I would add a unit enabling participants to recognise their own needs ( defining ‘needs’ as what they must have met to perform at their highest level ) supplemented by another on how to communicate difficult issues to ensure concerns are heard rather than being simply reacted to in the knee-fashion which is invariable negative.

   The other piece of this is creating the corporate culture which grows people rather than consuming them like a fossil fuel – what I call a Sustainable Workplace.™

   Miles of smiles,

   Martin Sawdon.