What are the best strategies for building relationships with your superiors?

Building strong relationships with superiors is crucial for career success and professional growth. Here are some effective strategies, drawing on your 18 years of HR&OD experience: Communication is Key: Maintain open and honest communication. Regularly update your superiors on your projects, progress, and challenges. Be a good listener. Pay attention to their concerns and show empathy. Be a Team Player: Collaborate effectively with colleagues and other teams. Foster a positive and cooperative work environment. Showcase your ability to work well with others and contribute to the overall success of the organization. Build a Personal Connection:

I think it's important to master the art of Managing Up. If you don't have consistent one on one meetings on your calendar, then ask to schedule them. Come prepared to those meetings with items that you would like to discuss and a list of things that you accomplished throughout the week or month that you are most proud of. If you don't bring it, they may not know. Don't expect your manager to read your mind. Also, adapt your communication style to your manager. Some managers need time to process and analyze ideas or suggestions. If that's the case, take the time to present your ideas in writing to give them processing time. Others are more reactive and make take your idea and go with it right then and there.

Building relationships with superiors can be extremely daunting, especially if you're an entry-level employee like myself. However, despite it being a little intimidating it is definitely possible. Here is what worked for me: 1. Be consistent with setting time on their calendar: Use this time to get to know more about what they do both in their professional and personal lives. 2. Ask questions: I wish I could bold this on here because this is critical. Before meeting with your superior write down questions that are open-ended, insightful, and relevant. You'd be surprised how this will open doors for you. 3. Ask for feedback- Superiors LOVE when those whom they are managing are striving to improve. Strive to take constructive criticism.

Well out of my 28 years of corporate experience I came across many superiors within my domain and across functions also from whom I have learnt a lot . To have a great relationship you need to exude trust at the outset . Trust is the basis of all great/sustainable relationships at any level. The person should feel a sense of belonging /camaraderie while interacting with you . Then only they will open up. All great relationships are personal in nature. When your professional relationships become your personal friends/guides then u will have longevity or sustenance, and that will happen only if you are aware of their likes/dislikes. Always be open to their suggestions and execute them

Asking for feedback is crucial. Do it regularly. And dare to share feedback, both positive and developmental. Also, have a dialogue around your contribution. What is it that you bring to the "big picture", how do you both see you are able to utilize your strengths to the fullest - and how does this link to the overall objectives of the team / organization.

Communication is the key in any relationship. And when it comes to relationship with superiors, it becomes even critical. I follow regular one-to-one catchup, where I cover: 1. What's completed, 2 What's going on and 3. What's planned ahead. Here, I also try to cover risks and anywhere I can contribute to help in the strategic implementations. This helps both parties remain sync on the progress. When my superiors knows my current engagements, it helps them to include me while planning ahead. Asking for specific feedback gives opportunity to find out the strength and improvement areas. In addition to this asking for guidance in specific situations shows your respect and trust to superiors. These steps helps building strong relationships.

People are in general way too careful when asking or sharing feedback. Partly, as we feel insecure of HOW but also we are afraid of what the reaction will be. Building a well functioning feedback culture where we share feedback on regular basis to the manager, to the peers etc. is a key.

Feedback can sometimes be the make or break of a business - if you don’t listen carefully, you lose out on valuable information that is being freely and honestly shared.

According to me, feedback is one of best tool for learning. Asking for specific feedback itself is a courageous step. It shows your growth mindset and you are open to learn and act on your improvement areas. The second point is when we receive feedback in open mind, we tend to understand superiors perspective and strategic thinking. It helps to keep our actions aligned with their plan which is really important to remain on the same page of action. The last point is to act on feedback. Seeking feedback and act on them are totally different. When superiors see someone is acting on his feedback, it builds credibility and trust. Feeling of respect builds. This shows your commitment for excellence. This eventually establish a good rapport.

Every human being feels valued when he/ she gets appreciation and their contribution are acknowledged. And superiors are not exception this case. Appreciating superiors knowledge, contribution and hard work, gives them moral support in a stressed environment. Discussion with empathy creates a positive environment. Appreciation works wonderful whether it is given down stream or upstream. Everyone feels great and respected when he gets the deserved credit for their work. I normally go for a crisp and pointed appreciation as I start my discussion with my superior. It helps building a positive and collaborative environment. And strengthen relationships.

Thinking ahead, identifying risks and probable resolutions shows that the person is already acquainted with the Business goals and Strategic implementations planned further. While having a discussion with superiors, When you think far and result oriented, it shows your proactiveness and growth mindset and leading capabilities. This helps showing your adaptability and flexibility, being resourceful for the plannings. This definitely impress the leadership team and makes you stand out. This is one of the critical step in building relationship with superiors which gives immense opportunities to learn and grow.

It's important to know the whole business model from start to finish. This will enable you to start your work with the end in mind and anticipate future need and challenges. Expand your interest and focus beyond your role to the organisation. Immerse yourself amd learn about other parts of the business. This is how you fill in the gaps and and exceed your superior's expectations.

It is never in anyone's best interest to shy away from the hard conversation. I once had a leader who was behaving in a way that frustrated me immensely, and I went to him and professionally confronted the issue. Not only did he own up to it, he shared with me insight into his own style and weaknesses. He ended up being one of the best leaders I've ever worked under, but I don't know that we would have ever gotten to that point if I hadn't been willing to engage in an uncomfortable conversation.

When building relationships with superiors also consider observation. Watch them in action and learn what you like about what they do and what you don't. Observation is so incredibly important to understand what they are doing and why. Then take those observations and create meaningful conversations with them on what you saw them do. Going to a leader and saying what you admired, respected or simply want to understand further can go a long way in building a strong relationship.