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Managing Up--How to Manage Your Boomer Boss

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					Managing Up:
How to Manage Your
Boomer or Veteran Boss
Nancy S. Ahlrichs, SPHR
V.P.-Workforce Development & Diversity
United Way of Central Indiana
Today’s Objectives
 To learn
  – How your personal brand affects
    your relationship with your boss
  – How and why to modify
    communication and behaviors
  – Basic and advanced boss
    management for four types of
    bosses
Why manage up?
 Why do you
 need to
 manage your
 boss?
Why manage up?
 To get daily “back up” when you
  --need to hold others accountable,
  --want to send your ideas “up the chain,”
 To move big projects forward that
  require a higher level champion,
 To help your boss to make better
  decisions, and
Why manage up?
 To develop yourself into a
  leader!
 Great staff members become
  great leaders when they learn
  360 degree management: up,
  down, and peer-to-peer.
Who’s Who & Why?
Generation       Work Ethic/       Technology       Core Values More
                 Motivators        /Work Style                  Values

Veterans (Born   Dedicated/        Just enough/     Dedication/      Delayed reward
before 1946)     2-3 jobs          sequential       self-sacrifice
                 Education
Baby Boomers     Driven/early      Just in time/    Work             Personal
(B. 1946-1964)   and late at       sequential and                    gratification
                 work              multi-tasking
                 Things
Gen X            Balanced/         Of course!       Balance          FUN!
(B.1965-1976)    home by 6 p.m.    Multi-tasking
                 Time with
                 Family
Gen Y            Balanced/         Seamless/        Civic Duty/      Achievement
(B. 1977-1986)   home by 6 p.m.    MUST             Environment
                 Time for Self &   multi-task
                 Community
X-Friendly Workplaces

Priorities Gen X   Priorities Gen X
   Women               Men
1. Relationship    1. Interesting work
   w/ supervisor   2. Relationship w/
2. Relationships       supervisor
   w/ peers        3. Learning
3. Interesting         opportunities
   work            4. Relationships w/
4. Learning            peers
   opportunities
What’s your brand?
 Define “brand”
What’s your brand?
 Ask yourself:     What have I
 What makes me      done lately to
  different? Or      stand out?
  valuable?         Do I habitually
 What would my
                     “delegate up”?
  colleagues say    Is my boss
  is my greatest     happy to see
  strength?          me?
What’s your brand?
 Write down three words that describe
  your current brand according to your
  boss.
 Write down three words that would
  result in a more effective relationship
  with your boss.
 What are you going to do to change
  your brand?
What’s your brand?
Your habits become your brand:
 Are you on time--or always late?
 Are your drafts your best work--or
  full of typos and poor layouts?
 Do you greet your boss with
  complaints--or solutions and ideas?
 Are you high or low maintenance?
What’s your brand?
 Break the habits that are ruining your
  brand!
 Your brand determines whether you
  can manage up and sell ideas, plans,
  changes, suggest new hires, and
  more!
 Your brand determines whether you
  will be promoted!
Basic boss management
 Five steps:
  1. Schedule regular meetings with
     an agenda in advance.
    --state your goal up front, then all else
    --meet to decide, not to review
    --bring a plan, not a complaint
    --timing is everything (lark or night
        owl? In a car or by phone?)
    --build a management dialogue. Keep it
        cool, not emotional.
Basic boss management
 Five steps:
  2. Provide regular reports with
    project updates.
   --Information is king—but format is
   queen! (Email in advance? Verbal?)
   --Get to the point--or provide context
   and background?
   --Be succinct , do not ramble.
Basic boss management
 Five steps:
  3. Know your boss’ goals and
    responsibilities.
   --frame requests in terms of how your
   ideas will help to meet goals.
   --know that requests that conflict will be
   unlikely to fly.
Basic boss management
 Five steps:
  4. Ask for feedback. “How am I
    doing?”
   --When in doubt, ask!
   --Check in at least monthly, but NOT
   daily!
Basic boss management
 Five steps:
  5. Commit and follow through.
   --Live your word!
   --Take notes and state your next steps.
   --Agree on next step deadlines and
   dates for follow up.
   --Establish trust with deadline-driven
   behavior.
Basic boss management
 What is your brand with your
  peers?
 How does your brand with your
  department peers help you to
  manage your boss?
 Peers and bosses “have your
  back” if you have a great brand.
Advanced
boss management
 Selling ideas to your boss
  – Know your “customer”!
  – What are you selling this week?
  – Does your boss buy ideas the way
    that you do?
Advanced
boss management
 Four types of bosses
 1. Transaction-oriented
 2. Information-oriented
 3. Relationship-oriented
 4. Partnership-oriented
Advanced
boss management
  1. Transaction-oriented:
   Prefers a small amount of
   information, and low degree of
   relationship.

 How should you manage this type
  of boss?
Advanced
boss management
 2. Information-oriented:
 Prefers a large amount of
 information, but low degree of
 relationship.



 How should you manage this type
 of boss?
Advanced
boss management
 3. Relationship-oriented:
 Prefers a small amount of
 information, but a high degree of
 relationship.



 How should you manage this type
 of boss?
Advanced
boss management
 4. Partnership-oriented:
 Prefers a large amount of
 information, and a high degree of
 relationship.



 How should you manage this type
 of boss?
Advanced
boss management
 Which type of
 boss is the
 hardest to
 manage?


 Which type are
 you?
Managing up successfully
 Your success managing up will
  be based on your brand—and
  your brand is based on your
  behavior, performance, and
  results--not your intentions!
 You CAN become an expert at
  “managing up”!

				
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posted:11/24/2011
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