Real talk: If you want to progress in your career, you'll need to manage your manager.

"Wait, why should I be managing my boss? They should do a better job of managing me."

Managing your boss helps focus their attention on what is top of mind and urgent for approval. It keeps them in the loop on major projects you are working on, sparks additional talking points, and opens the door for constructive feedback (for both of you). Done well, it increases trust in your leadership; and trust is key to career progression.

Here are a few tactics I find valuable when “managing up”:

• Focus 1:1s:At least two hours before my 1:1, I send a short bulleted list of the items that are top of mind for me. I try to prioritize them based on what is most urgent. Some topics are simply progress updates, others are seeking approval, and I usually end with some sort of professional growth ideas. Then, in our meeting, I try to be flexible by asking what's most critical for my manager. Tackling their requests first, then working through my list.
• Over-communicate: Even if I think my manager knows what's going on, I make sure to share updates on all projects/conversations. Especially if my manager has a special interest in a particular project OR has requested something from me, I communicate frequently on the progress (usually weekly depending on the deadline). I make updates easily digestible — less than 2 minutes for her to read on her phone.
• Avoid Blindsiding: Managers hate being blindsided. If I have a conversation with an executive above him, taking on a special project, or about to roll out a new process, I will proactively let him know what's going on. It takes intentionality (and a few extra minutes), but I have learned that doing so helps my manager provide me what I need to succeed.
• Own it: Don't avoid problems, tackle them head-on. If a project isn't going according to plan, I'm struggling to find motivation, or simply don't have the resources I need, I bring it to my manager's attention. I bring the problem and try to brainstorm a solution. Then, allow her time to poke holes.
• Encourage: Management is lonely. Often managers are brought all the problems and receive very little praise. Without seeming insincere or being perceived as a kiss-up, I try to encourage my manager often. My main goal is to let my manager know I'm in her corner and have her back. In return, she develops a deeper level of trust in me and my plans.

Manage your manager. Focus their attention, over-communicate your plans, and encourage them to keep moving forward. In return, you'll have more flexibility to drive greater impact within your domain of expertise.

What else? How do you form a greater level of trust between you and your manager?