Sometimes Lead, Sometimes Follow

The best leaders know that sometimes you lead, sometimes you follow. I don’t know who originally said it, but even as children, games like Follow the Leader and Simon Says teach us this valuable lesson. I believe in this approach. I’ve lived by it for many years in my personal life; as a wife, mother, a friend, and advisor. In my professional life as well; as an employee, a mentor, a supervisor, and coach, I’ve led and followed at times, depending on the need. When it comes to your professional life, #managingup puts the motto of sometimes lead, sometimes follow into practice.

To be clear, managing up isn’t about going over your boss’s head or positioning yourself to takeover your boss’s job. It’s also not an opportunity for a supervisor to exploit an eager employee by assigning them managerial work for lower pay. That, plain and simple, is abuse of power and it’s not how leaders treat their teams.

In simple terms, managing up is when an employee voluntarily takes on additional responsibilities, stepping up as a leader for the short term to add value to the management, team, and organization.

Based on my experience, here are five ways I believe managing up can strengthen the working relationship between an employee and manager when done effectively.

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1.????Builds Trust

The first characteristic of a leader is having a desire to lead. When an employee is managing up, it’s clear indication that they’re interested in taking on some level of #leadership. If a supervisor can recognize this behavior and provide #leadershipdevelopment it establishes trust in the employee’s abilities and judgement. In the same respect, in meeting an employee at their level, the manager will be seen as a self-confident leader and one who wants the team to succeed without ego attached. ?

2.????Sparks Innovation

It can be challenging for a manager to see beyond their own experiences, processes, and viewpoints. Socrates said, “you don’t know, what you don’t know.” Managing up gives an employee the chance to present their unique perspectives and innovative ideas. Perhaps the employee can progress initiatives with an approach that management may not have considered or solve a problem that’s been particularly demanding for the manager.?Managing up encourages employees to share their ideas and take risks in pursuit of new and potentially, better solutions. #innovation

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3.????Creates Understanding

Have you ever watched a movie or TV show and thought about how you would approach the situation better? The same concept applies to leadership. Those who aren’t in power may think they know all the answers but it’s often easier said, than done. In managing up, an employee can gain a deeper understanding of the varied and demanding priorities management oversee. The swap can also provide transparency of behind-the-scenes expectations that come with a management position. ?

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4.????Fosters Communication and Collaboration

As opposed to the outdated employee vs. manager mentality, effective managing up provides an opportunity for the employee to openly communicate with management. This approach creates #collaboration between employee and manager, ensuring alignment with organizational goals. #Communication and collaboration are also key components for building a strong foundation of community, belonging, and #inclusion.

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5.????Opportunities for Feedback and Improvement

Since managing up gives the employee a voice, it allows the employee to provide honest feedback to management. In addition, as the employee takes on leadership tasks, continued feedback from management will help to identify areas where the employee would excel in a supervisory position and those that require attention. Whether feedback from the employee or manager uncovers strengths or weaknesses, if presented respectfully and received with an open mind, it can lead to #professionalgrowth and organizational improvement.

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The benefits of managing up go far beyond strengthening the employee-manager relationship. Effective managing up can also improve employee satisfaction, workplace culture, retention, career advancement, and provide smooth transition of leadership to ensure the right people are in place for business continuity and future organizational success. Remember too that “employee,” and “manager,” are merely titles. It is your actions, how you treat, interact with, and impact others that will set you apart as a follower or a leader.