The C-Suite Academy: How to Manage Your Boss

When you think of model employee traits do you imagine someone who is loyal, obedient, and trustworthy? Someone who listens to and follows instructions? So often we’re taught to be obedient and follow the boss’s lead, but there's an opportunity to get more out of your relationship with your boss. The truth is, they only know what they know from past experiences. It’s on you as an aspiring C-Suite Leader to take accountability for the outcome of the future and to stay on track with your career.

One of my mentees recently shared with me a question that their boss posed to them. It was during their 1-on-1 where they raised the question about applying for a position. Their boss responded:? “Are you sure you’re ready for that?” And with that, my mentee was taken aback and had to react and justify their position. In my opinion, this was an act of deflection vs. having a constructive conversation. I was saddened to hear my mentee had such a poor experience and this article is dedicated to them with the following tips on “How to Manage Your Boss” and get what you need out of a conversation.

Create a structure around your 1-on-1’s??

Without a compass you are destined to walk around in circles and the same goes for your meetings.? I provide the following framework that you can adjust to suit your needs, but it establishes an expectation for each conversation:

1. What does your boss need to be successful?
2. Have priorities changed??
3. Personal Development?
4. Strategic Planning?
5. Tactical?
6. Feedback?

It’s a bit of a political game, but you have to make sure at the end of the day you’re meeting your boss's needs. In some toxic environments, your willingness to help others and extend yourself will be met with adversity and you want to avoid that. In great cultures, your boss will be pleased to see your support.

Change is inevitable so if you had an agenda going in, be ready to adjust your plan while still keeping track of your priorities.

Personal Development

Always start with personal development, because if you don’t you’ll never get to it. This is where you talk about what you’re doing to improve current performance and discuss what needs to be developed to get to the next level. Should your boss be evasive as was with my mentee “Do you think you’re ready," this is where you can discuss any gaps and actions to close those gaps. You can ask the requirements of the new position. You can ask what they see as the gaps that need to be closed. You can seek guidance on what resources you can use to close the gap; perhaps even shadow someone who has the skills that are missing. You can always get some action out of this conversation so you take control of your growth.

Strategic Planning

I propose we next discuss the larger projects you are on. There is nothing worse than proceeding too far and learning you were not on track. Check in and confirm you are delivering or where you need barriers removed. One more tip; never say things are “fine," but give three (3) details that demonstrate things are on track. Your boss does not know everything and if they have to report up on the status of a project, you’ve given them the details they need to assure confidence in you and up the ladder.

Tactical

The tactical conversation is about your daily work and interactions to get results on a short term view. So often bosses want to start the conversation there, but only because we’ve not provided them a framework to structure the conversation. It could be this is where they’re most comfortable because they know no better. Always? be prepared with what is working, barriers you’re facing and also solutions?you can propose. Never give a boss an option to jump in and solve the issue, but when you come in with your own thoughts, you give them something to respond to vs. react to a problem.?

Feedback

Last, but not least and you’ll hear me talk about this so often, is ask for feedback periodically using qualifying language as to what to Continue, Start or Change. Posing questions in this way will position you for a positive experience and actionable things you can take away… but that’s another lesson for another day.

As for my mentee who I’ve shared this advice with, I am waiting to see if their situation changes. At the end of the day, they at least have a framework for constructive conversions with their boss as well as others.

As for you, I want to see you succeed and I believe these tips will help you to manage your boss. You are the C-Suite leader of tomorrow and I want to see you take control of your career and get promoted.

For more information about C-Suite Academy (CSA) dedicated to the aspiring C-Suite leader, simply register to get on the waitlist, email me or connect with me for a quick chat. ?I can’t wait to help you be successful and reach your goals!

For more resources, you can listen to The Drop In CEO Podcast or check out my book The CEO’s Compass will help you get on track in days not months.

Resources

Good Reads

Your Mid-Career GPS: Four Steps to Figuring Out What’s Next? by John Neral: I recently interviewed John and his work is so aligned to mine; helping Aspiring C-Suite Leaders get their career back on track and get promoted. John is very heart-centric and aligned with the Drop In CEO brand and I look forward to sharing the interview and promoting his book as well.?

Good Music

Future World Music - Aqua Vitae?

This song is for you if you’re going through some changes, both challenging and potentially very exciting. I often share with you how I’m feeling in my business by the songs I spotlight. I’ve started working with a new client and I’m exhilarated by learning about a new industry. I’m also going through a period of feeling uneasy as I’m building a path to serve my client, but also uneasy as to where I can serve and what is off limits. When I serve clients it’s more than a service, it’s for a? lasting impact by elevating people and solving a greater business issue. For now, I’m only being asked to provide a service for which I’m grateful to serve, but sadly I can’t use the full range of my capability. However, as I share in this article, my job is to be in service to my client and ensure they are successful. During the journey, I hope to leave a lasting impact.?

Good Advice

My solo episode from last week is an extension of this post and this is one of the insights I wish to leave with you.

“If your organization is not already having regular one-on-ones between leaders and their people, you can take personal accountability and initiate the conversation, even if it's not part of the culture.”

-Deborah Coviello

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