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Managing Up
According to Quint Studer, author of Straight A Leadership: Alignment, Action, Accountability (Fire Starter Publishing, 2009), accentuating the positive is more than fodder for classic song lyrics and self-help books — it’s brilliant management advice. “Managing up is, in essence, positioning people well,” says Studer, “It sounds quite simple and in theory it is: just work to align staff instead of dividing them. But managing up is … not always our first impulse … it’s a skill that managers should focus on and hone until it becomes second nature.”
When you don’t manage up, you inadvertently contribute to what Studer calls the “We/They Culture.” “People need to feel good about the company they work for,” says Studer. “No one can achieve excellence — which means having a sense of purpose, doing worthwhile work, and making a difference — if they’re in an environment where people denigrate the company or its products. Look for every possible opportunity to manage up your organization.”
One example: never down talk other departments. You must seek to create alignment, not division. A company divided against itself cannot stand.
“There are plenty of opportunities to manage up,” Studer concludes. “Do it when things are …
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"I never thought much of the courage of a lion-tamer. Inside the cage he is at least safe from people." - George Bernard Shaw |