People often complain when others get ahead that they’ve done so by “kissing up” to the boss.These people frequently say “I’d rather not get that job if it means pretending to be someone that I’m not.” They see trying to get closer to the boss as too much self promotion.
What they fail to realize is they can still be themselves and of great value to their boss without compromising the integrity of who they are.
Here’s our “Take Five” on getting ahead without kissing up:
“Go-to” Person – Be the person your boss can count on in a pinch.If an important project comes up and they need your help, they know you’ll figure out a way to get it done with a good attitude.Many people complain about getting extra work, seeing it as a burden rather than an opportunity. They view others’ willingness to take on additional assignments as “kissing up”, but it’s not the case at all.Being a reliable resource isn’t playing politics, it’s just smart business.
Keep It Neutral – Don’t get too emotional/negative about situations that arise. Contaminating the environment with negativity is counterproductive.If you’re upset about something, be honest with your boss but do it in a professional way.Who would you rather listen to, someone who rants and raves or someone who presents the situation in a compelling, yet even-keeled manner?
Good Communications – By maintaining frequent communication, you’ll have your boss’s ear.This might take the form of new information about a competitor or new technology that can help your company.Letting your boss know you’re thinking about the business is not “kissing up” if you’re genuinely interested.Don’t do it just to score points.On the flip side, you may be voicing concerns your co-workers have about company policies, opportunities, etc.Giving your boss greater insight into what’s going on will enable him/her to be proactive.This is not done to gain favor with the boss, it is to nip a problem in the bud.
Be Yourself – Many people make the mistake of acting one way towards their boss and another way towards their peers.We’ve all seen people who have an ingratiating manner towards their boss and then are total jerks to everyone else.Treat everyone with the same respect that you would want in return.
Bond – It’s important to bond with your boss.This doesn’t mean you have to start playing golf or take on a new activity JUST to bond with them.Look for other ways to connect that are genuine.This could be asking about their kids, dogs, hobbies.If you happen to come across (don’t go looking for one) an article of interest to them (e.g., classic cars, books, etc.), share it with them.
The way we see it, there’s plenty of opportunity to stay true to yourself and create a good relationship with your boss. This does not have to come at the expense of your co-workers or your integrity.Be genuine in your approach and everyone will see it for what it truly is.
One of the key things holding back a manager is their inability to effectively delegate.Delegation not only gives your team the opportunity to grow, it also frees you up to work on more strategic things.
What we typically hear from managers is that they are reluctant to delegate important projects because they believe only they have the ability to do it right. This attitude becomes a self-fulfilling prophecy, because the subordinate never gets the opportunity to work on “stretch” assignments and therefore isn’t able to grow.
The reality is that, if you delegate effectively by making sure people are set up to succeed, your team members will be able take on big assignments.
Here’s our “Take Five” on how to successfully delegate:
Be Clear – Make sure you clearly define the project for the person who will be working on it.They must understand the parameters of the project, the timing, their level of authority and what you expect as an end result of their efforts.The clearer you are, the greater the odds are of success.
Check-in – At intervals during the project, have the person check in to update you on their progress and discuss any obstacles they are encountering. This is a teaching opportunity for you to give them guidance without actually doing the work for them. The employee will appreciate the input and the fact that you are not “taking over” the project.This gives you the peace of mind to know that things are on track.
Inform Others – Make sure to let others who are involved in the project know who you have delegated it to and that they have the authority to act accordingly. This reinforces the authority you have given.
Hands Off – Many managers make the mistake of delegating but not letting go.They get sucked in either by others or by their own desire to be involved.Even if the employee is away from the office, resist the temptation to get involved.As long as things are heading in the right direction, don’t interfere.It can be very undermining if you delegate and yet still insinuate yourself.
Review – After the project has ended, offer advice on how to improve for the next time. Make sure the employee knows all the things they did well, so that they can continue to do these. Also discuss with them the areas they can improve upon for the next time and, ask them what they have learned throughout the course of the project.
Learning to effectively delegate will yield short and long term benefits for you, your team and the company. We all learn best by doing and that means having the opportunity to work on new projects that test our abilities to overcome the obstacles that are inherent in every assignment.Just as you are growing when your boss gives you opportunities, do the same for those reporting to you.
Your old boss is gone and there’s someone in the conference room who could be your next boss.Later that day, you are scheduled for a one-hour interview with them.
Yikes!
You’re nervous about how your interview will go. Yes, technically you’re interviewing them, but in a very real sense they’re sizing you up.It’s important that you get your questions answered, but also important to make a good impression.
Here’s our “Take Five” on how to interview your potential boss:
Style – What is their management style?Do they like to give the overall objective and then let their employee get it done, or do they like to give very specific direction on how to do things?Do they have weekly one-on-ones, offsite team building, an open door policy?How do they handle it when someone makes a mistake?These questions are all excellent vehicles for ferreting out the work style and personality of your potential boss. Don’t be afraid to ask what they like to do off hours.You may share a common interest.
Development – The key to your success may very well depend on how your new boss grows people and to what extent they enjoy this part of the job.Ask them for an example of how they typically help people grow.Things you want to hear are that they enjoy coaching and mentoring and that they typically send their employees to seminars, training programs and events to further their careers.Also look for a boss who has a track record of raising people’s visibility through high profile projects, attendance at key meetings, presentations to senior management and committee appointments. Let them know what area you need to grow in and ask how they could help you.
Role Model – Ask them who was the best employee they ever had and why?This will be your roadmap to success with this person.Listen carefully because this will tell you what they expect from you. For example if they highlight someone on their team who consistently delivered results, but, fail to mention the process involved, that may mean results trump everything else. Conversely, if they describe someone whose product failed, but their processes were right, this will tell you that s/he defines success more broadly.
Succession Planning – Most people are looking to advance their careers.Your boss will be the driving force in your ability to get promoted.Given this, it’s important to ask your potential boss what criteria they use for choosing their successor.Are they looking for someone like themselves?For example, they may use their style as their standard.Are they looking for someone who is eager to take on some of their responsibilities?Some bosses like people who take this initiative, others don’t.This would be good to know so you can ask them for “positioning” assignments – ones that would stretch you.They may like the direct approach of someone who asks to be groomed as the successor.Or they may be looking for someone who presents more strategic ideas.The mere fact that you ask this question when interviewing your potential boss, will give them a good impression of you.
Setting Goals – Part of your boss’s job will be to establish your goals.Ask them how they generally do this.What is the thought process behind setting goals?Do they start out with goals that people will likely achieve in order to build confidence or do they set the bar so high that it is difficult to reach?Are they the type that just takes last year’s number and bumps it up 10%? That might indicate they are not as creative as they could be.Do they set goals mutually with the employee?If the answer is yes, that’s good news for you as you’ll have input on how you will be measured.Are they flexible – changing the goals when the situation warrants?This is another question you’d like to hear them answer “yes” to.
Sometimes the mere thought of interviewing your potential boss can make your stomach churn.It may help to remember that you both have the same goal:to make a good impression and to find out if you’d work well together.Use the time you have to best advantage by focusing on what’s most important to you.Your potential boss will appreciate your preparation and you’ll walk away feeling like you have a good sense of how they would be to work for.
Today is National Boss Day.It prompted us to think about various bosses we’ve had in our careers and what separated the good ones from the bad.
As coaches we’re even more aware of the impact a good boss can have on both a person’s life and how they approach their job on a daily basis.It’s fun to go to work when you have a boss who treats you well, rewards your efforts and helps you grow your career.
Here’s our “Take Five” on what makes for a great boss:
Communication – Everyone benefits from knowing the big picture and their role in achieving the goal.When you ask someone to take on a project, give them the context for it.This will help them be more effective, as they are more likely to come up with creative solutions when they fully understand the overall objective. Give them the right information upfront – what your expectations are, what authority they will have and the deadline.Part of being a good communicator is checking in to see how things are going and how you might be able to help them with any hurdles.Keep your team informed by letting them know how the company is doing and what challenges it faces.This brings people together and creates a team spirit.One-on-ones are essential and the more frequent the better.Use that time to praise their efforts as well as getting project updates.We recommend having monthly “check ins” – a 10-15 minute meeting for you to listen to how the person is feeling about their job, the company and their career path.This will keep the lines of communication open and reduce the risk of being surprised – a resignation letter on your desk.
Leading By Example – Don’t ask people to do something you wouldn’t do yourself.People take their cues from their boss.It doesn’t work to say “do as I say, not as I do”. How you treat other people and how you handle difficult situations, will be how they learn.Obviously, there’s a difference in your responsibilities, but you can set the tone by how you perform your own job.
Your Approach – We’ve all had difficult bosses and know how hard it is to work in that environment.A great boss will treat people with the same respect they want people to accord them.Being nice makes all the difference in the world -99% ofpeople respond to the “carrot” rather than the “stick”.It’s also better for your health if you can deal with your stress in the most positive way.Along those lines, it’s important to apply fairness equally to all members of your team.Even people who may be underperforming should be treated with the same fairness as the top performer.I had a boss years ago who would always ask me if it was a good time to discuss such and such.Obviously, I always said “yes” but it was the fact that she gave me the choice that made all the difference.
Mentoring/Coaching – One of the signs of a great boss is someone who actively coaches their direct reports to help them grow their careers.This could take many forms: allow them to sit in on an important meeting; send them to a seminar; give them a stretch assignment or rotation; help them get on a board; give them exposure to senior management.Any investment you make in helping them in their career will pay dividends for you and the company.From your perspective, it’s good for your career to be known as someone who can grow people.My example of this is when I worked for JWT and got to be part of the new business team.It gave me more exposure to other businesses which helped my career.
Motivating – Different things motivate different people.Some are driven by compensation, others by flexible schedules, and others by the opportunity to work on certain projects within the company.The key is to know your people well enough to understand what each one is motivated by.There are some universal things that motivate everyone:praise for a job well done – publically, if you can; credit for an idea they brought to the table; rewards in the form of money or some other perk (e.g. dinner, gift certificate, etc.)A highly motivated team will produce the highest results in the best possible way.
By being a good boss, you are grooming other people to become good bosses.The greatest legacy you can create is a new crop of up and coming leaders.
Chances are during your last performance review, your boss highlighted areas for improvement.While we’d all like to think of ourselves as perfect, the reality is there are always areas that could be strengthened.Hopefully, your boss positioned your areas for improvement as areas to be strengthened, not major weaknesses. Regardless of how it was communicated, the fact remains you need to address it.
Some of you will get right on it – start figuring out ways to improve before the next review.Others might get defensive or minimize the value of the criticism and elect not to do anything.Still others might just procrastinate and get to it late or not at all.
Performance reviews are the basis for raises, promotions, disciplinary action and in a broader sense, benchmark your standing in the organization.Whether you are an “up and comer/fast-track employee” or “someone who needs considerable direction”, your performance review is the framework for building on the things you do well and shoring up the areas that you need help with.
So how do you walk into yournext performance review with confidence?
Here’s our “Take Five”:
Start Right Away – Given the importance of performance reviews, start working on those key areas for improvement right away.Even if your next review is 6 months or 12 months out, start taking action now versus putting it off.Taking action early builds momentum and gives you more time to make those improvements.Don’t think you will suddenly sprint to the finish line – 30 days before your next review because that is seldom effective.In addition, it can create anxiety if you work in ways you know are unacceptable, while you think to yourself “I can turn it around anytime I want”.
Let Your Boss Know – As you diligently work to improve, let your boss know what you are doing and why.By working to address the issues they have identified, your boss then knows what matters to them, matters to you.That will set a better tone for your working relationship.Getting them on your side early on will predispose them to root for you.Remember to tell your boss what to be looking for when you are engaged on a specific project or activity that is meant to respond to an issue.
Address 360 Feedback – In your 360, your peers and subordinates may have commented on an area for you to work on.Whether it’s consistent or different from what your boss identified, it’s still important to make changes.Ask people how you are doing.They will appreciate the fact that you care enough to address their issues and will create stronger bonds and better working relationships.
Check-In – Schedule quarterly meetings with your boss to see how you are doing.This should not be your regular one on one, but a special meeting that is devoted to your progress against your review.In this meeting, outline the specific actions and results attributable to the changes you’ve made.This would also be a good time to let your boss know the updated feedback from your subordinates and peers.These meetings will eliminate the anxiety and surprises that you may have felt in the past at your annual review.During these meetings let your boss know that while you may not be 100% there, you are making progress.
Keep Monitoring – Take the burden off your boss and monitor your own progress.Whatever you are working on should be measured.Don’t take two steps forward and one step back after you’ve made some measurable improvement.People who are successful keep striving to be better.
Just as you treat any other project– with timelines and milestones – do the same for your performance improvement.This approach will pay significant dividends: improve your relationship with your boss and co-workers, reduce your anxiety, and raise your competitive edge.
No one manages to go through an entire career without having a difficult boss.Maybe it’s a new boss, or the same person who just became more difficult to work with.Or your boss may be the type who runs hot and cold – some days they’re in a great mood and others they’re just looking for things to ding you on.
Whatever the circumstances, it can cause a lot of stress at work and at home and erode your confidence.
Every situation is unique, but there are some common threads that can greatly improve your relationship with your boss.
Here’s our “Take Five” on how to get off the hot seat:
Anticipate His/Her Needs – Assuming you’ve been working with your boss for some period of time, you should know the kinds of questions they will have, how they think and what’s important to them. The ability to anticipate needs demonstrates your ability to think like your boss.As a result they will have more confidence in you and be less inclined to micromanage.
Clarify Expectations – This is more of a problem than you might think.Many times people walk away from a meeting believing they understand their marching orders, only to find later that they are confused about some aspect or all of it.It’s critical that you understand upfront what your boss is asking of you AND when it’s due.Your boss might be the type of person who “fires away” instructions faster than you can think.If this is the case, follow up with an email to make sure you are on the right track.It is worth taking the time to clarify their expectations, otherwise you can waste a lot of time and effort going down the wrong road.
Give Bad News Right Away – If you can’t meet a deadline or some unexpected problem has surfaced, let your boss know right away.People tend to hold on to bad news, believing they are sheltering their boss, when in effect they are making their bosses vulnerable.Bringing bad news to the attention of your boss right away allows for more time to develop an appropriate response.
When Presenting a Problem Have a Solution – Bosses really appreciate when you take the time to think through a problem and construct potential solutions.Even if your boss has a better one, it will still demonstrate your critical thinking.Bosses often complain that they don’t like to do all the thinking for their team.If you really want to hit a home run, offer multiple solutions and your rationale for the best of the alternatives.
Frequent Communications – Provide frequent updates on key projects.Don’t wait for your one-on-one or for your boss to call asking what the status of a project is.If your boss is calling to ask the status of something, it’s a sign that you are under-communicating.Keep a steady flow of information to your boss so that they always know where the key projects stand.
Here Are Two More Because We Can All Use a Little Extra Help:
Keep Things at a High Level – Most bosses don’t have the time or desire to get mired in the details.After all, that’s your job.Provide overviews on the most relevant things, for example, “Project’s on budget, there’s one issue that might affect the timeline, however, I’m already addressing it”.Don’t take your boss through all the minutia of what happened, who was involved and how late you had to stay to get it done.
Look for Ways to Bond with Your Boss – Sometimes we think of our boss as being a one dimensional person – only interested in work.We forget they have lives and that there may be things we share in common.Kids the same age, pets, sports, etc., can all be vehicles to strengthen the relationship you have with your boss.Make sure you pick the right time to bring these things up.The last thing you want to do is ask “How’s your cat doing?” when you’ve just missed an important deadline.
Incorporate these steps and you should see an improvement.Work doesn’t have to be a four-letter word.
