Managing Expectations With Upper Management

When I hear 'please manage me,' I know I have the right boss—one who treats me as a partner. The best work relationships aren’t one-sided. Great team members don’t just respond to their manager’s needs; they actively shape the dynamic, managing up to build a more effective partnership. #1. Setting Clear Expectations Tell your boss when deliverables will arrive: "I'll have the draft by Thursday at 3 PM." Also communicate what you need: "To complete this project, I need your feedback by Tuesday." This prevents misaligned expectations. #2. Providing Effective Context Give sufficient background for informed decisions without overwhelming detail. Include relevant history or strategic implications with concise instructions: "I've prepared three options. Highlighted sections need your approval." #3. The Art of Upward Feedback Avoid sounding like complaints. Frame suggestions constructively: "If you're looking to increase engagement, consider starting with updates from each person." Offer alternatives to problematic approaches: "Given our timeline, I'd suggest a beta release to gather feedback while refining the product." #4. Building a Two-Way Partnership Understand your manager's communication preferences and priorities. Do they prefer detailed emails or bullet points? Help your manager understand your working style and strengths. Effective relationships require effort from both sides. Mastering the art of managing up isn't just about making your boss's life easier—it's about creating an environment where both of you can succeed. When you proactively manage this crucial professional relationship, you position yourself as a #strategicpartner rather than simply an executor of tasks. ❓ What strategies have you found effective in managing up?

Reporting to a CEO can either make you a leader or make you quit. Working directly for a CEO isn’t like reporting to a regular manager. It’s intense. It’s unpredictable. It's challenging to say the least. You’re no longer just “doing your job.” You’re managing their expectations, their emotions, and their vision—sometimes all at once. And if you don’t understand the game, you’ll get steamrolled. Here are the biggest challenges of working directly with a CEO—and how to survive them. 1️⃣ 𝐄𝐱𝐩𝐞𝐜𝐭𝐚𝐭𝐢𝐨𝐧𝐬 𝐚𝐫𝐞 𝐬𝐤𝐲-𝐡𝐢𝐠𝐡 CEOs don’t just want results. They want impossible results. Why? Because their company isn’t just a business—it’s their life’s work. What to do: – Set clear expectations—define success in a way you can actually achieve. – Get comfortable pushing back (respectfully). – Align on priorities—not everything is urgent, even if they think it is. 2️⃣ 𝐓𝐡𝐞 𝐩𝐚𝐜𝐞 𝐢𝐬 𝐮𝐭𝐭𝐞𝐫 𝐜𝐡𝐚𝐨𝐬 One minute, you’re executing Plan A. The next, CEO read a new book, met a VC, or had a shower thought—now we’re on Plan X. What to do: – Expect constant change. Don’t fight it—build for agility. – Get alignment on what’s a core priority vs. a passing idea. – Overcommunicate—if the goalposts move, make sure you know why. 3️⃣ 𝐘𝐨𝐮𝐫 𝐫𝐨𝐥𝐥 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐦𝐨𝐯𝐢𝐧𝐠 𝐭𝐚𝐫𝐠𝐞𝐭 Job descriptions? LOL. In startups or high-growth companies, your role will shift. Fast. One day you’re running demand gen. Next day, CEO wants you to spearhead GTM for a new product. What to do: – Get comfortable with ambiguity. – Clarify what’s critical vs. nice-to-have. – Document your wins—so when your job changes, your impact doesn’t get lost. 4️⃣ 𝐎𝐟𝐟𝐢𝐜𝐞 𝐩𝐨𝐥𝐢𝐭𝐢𝐜𝐬 𝐬𝐭𝐢𝐥𝐥 𝐞𝐱𝐢𝐬𝐭, 𝐞𝐯𝐞𝐧 𝐢𝐟 𝐭𝐡𝐞𝐲 𝐩𝐫𝐞𝐭𝐞𝐧𝐝 𝐨𝐭𝐡𝐞𝐫𝐰𝐢𝐬𝐞 You think startups are free of politics? Nope! Working closely with the CEO means navigating power dynamics carefully. – Who has their ear? – Who feels threatened by your influence? – How do you push ideas without stepping on toes? What to do: – Read the room. Understand who holds power—even if it’s not obvious. – Build cross-functional allies—especially with finance, product, and sales. – Know when to push vs. when to wait. Timing = everything. 5️⃣ 𝐏𝐨𝐥𝐢𝐭𝐢𝐜𝐚𝐥 𝐈𝐐 𝐢𝐬 𝐲𝐨𝐮𝐫 𝐬𝐞𝐜𝐫𝐞𝐭 𝐰𝐞𝐚𝐩𝐨𝐧 At this level, skills alone won’t get you ahead. You need political IQ—the ability to: 🔹 Influence decisions without authority 🔹 Manage up without looking like a suck-up 🔹 Navigate strong personalities and shifting priorities What to do: ✅ Learn how your CEO makes decisions—then frame ideas in a way that resonates. ✅ Get buy-in before the big meetings. Nobody likes surprises. ✅ Pick your battles. Not every hill is worth dying on. Working for a CEO is a crash course in high-stakes leadership. It’s not just about being good at your job. It’s about understanding the psychology of leadership, power, and influence.

The Hidden Leadership Trap That’s Costing You Influence Ever felt stuck between your boss and your team—like you’re playing referee in a game you didn’t sign up for? That’s triangulation, and it’s one of the biggest challenges leaders face when managing up in an organization. 🔍 Why It Matters Triangulation happens when communication breaks down, and instead of direct conversations, messages get filtered through a third party—you. It’s a dynamic that breeds misalignment, frustration, and burnout. The good news? Family Systems Therapy—a psychology framework designed to resolve relational tension—can give you the tools to navigate it effectively. The Leadership Lesson from Family Systems Therapy 📖 Imagine this: You’re leading a project, but your boss frequently bypasses you, giving feedback straight to your team. Your employees are frustrated. You’re stuck in the middle. Sound familiar? Here’s what’s really happening: 1️⃣ Your boss is unknowingly creating a triangle—expecting you to mediate instead of addressing the issue head-on. 2️⃣ Your team feels undermined and confused, leading to lower morale and mixed priorities. 3️⃣ You feel powerless, walking a tightrope between keeping your boss happy and maintaining team trust. How to Break the Triangle and Regain Control ✅ Apply Differentiation of Self – Stay calm and composed instead of reacting emotionally. Set boundaries while maintaining influence. ✅ Encourage Direct Communication – Coach your team to engage with leadership directly and model that behavior yourself. ✅ Clarify Expectations – Use structured updates to align everyone on priorities. (Example: A weekly recap email reinforcing key decisions.) The Bottom Line When leaders understand family systems dynamics, they move from reactive managers to proactive influencers. You can’t eliminate workplace politics, but you can stop being caught in the middle. 🔹 Who This is For: Mid-level leaders, project managers, and professionals who are constantly “managing up” in complex organizations. 🔹 Timeframe: Start implementing these strategies in one week and notice shifts in workplace communication. 💬 Question for You: What’s the biggest challenge you’ve faced when managing up? Drop it in the comments, and let’s discuss. ♻️ I hope you found this valuable, please share with your network. 📌As a seasoned finance and operations leader with years of experience, I am passionate about organizational leadership and developing future leaders. I am currently seeking my next opportunity and welcome connections to discuss how my expertise can add value to your organization.📈 Click "Follow" and 🔔 #Leadership #Coaching #WorkplaceConflict #ManagingUp #LeadershipDevelopment #CareerGrowth #ExecutiveCoaching #TeamDynamics #ProfessionalGrowth #LeadershipSkills #EmotionalIntelligence