Get the free INFLUENCE - MANAGING UP, ACROSS & DOWN HBR Webinar ... - hbr

Influence Managing Up, Across, & Down A Harvard Business Review Webinar featuring Steve Martin April 28, 2015, Sponsored by 2015 Harvard Business School Publishing. Created for Harvard Business Review

How to fill out influence - managing up

How to fill out influence - managing up:

1. Understand your boss's priorities and preferences: Take the time to observe and understand what matters most to your boss. Pay attention to their communication style, decision-making processes, and preferred methods of receiving feedback. This will help you tailor your approach and influence effectively.
2. Build trust and establish credibility: Develop a strong working relationship with your boss based on trust and mutual respect. Demonstrate your expertise, reliability, and commitment to achieving shared goals. This will enhance your influence and make your recommendations more persuasive.
3. Communicate clearly and effectively: Be proactive in your communication with your boss. Clearly articulate your ideas, expectations, and concerns. Use active listening skills to understand their perspectives and actively seek feedback on your performance. Effective communication fosters understanding and makes it easier to influence decision-making.
4. Anticipate and address your boss's needs: Stay one step ahead by anticipating your boss's needs and proactively addressing them. Be proactive in seeking out opportunities to contribute and add value. By demonstrating that you understand your boss's priorities and can effectively support them, you will increase your influence.
5. Be a problem-solver and solution-oriented: Approach challenges and obstacles with a problem-solving mindset. Actively contribute to finding solutions and present well-thought-out suggestions to your boss. By providing viable solutions, you become a valuable resource and increase your influence in the decision-making process.
6. Develop strong relationships with colleagues: Influence isn't limited to managing up; it also involves building relationships with peers and colleagues. Collaborate effectively and develop strong working relationships with others in your organization. This network of relationships can provide support, resources, and additional avenues for influencing decisions.
7. Continuously seek feedback and learn from setbacks: Be open to feedback from your boss and others in positions of authority. Embrace constructive criticism and use it as an opportunity for growth. Learn from any setbacks or failures and apply those lessons to improve your approach to managing up.

Who needs influence - managing up?

1. Entry-level employees: Developing the skill of managing up can be particularly beneficial for entry-level employees who are navigating the organizational hierarchy for the first time. By effectively influencing their superiors, they can accelerate their learning, build strong relationships, and advance their careers.
2. Mid-level managers: Mid-level managers often operate in complex organizational structures where their success depends on effectively managing up. They need to influence their superiors to gain support for their initiatives, secure resources, and shape organizational strategy.
3. Crossover team members: Individuals who work on projects or initiatives that involve multiple teams or departments can benefit greatly from managing up. These individuals need to navigate different reporting structures and influence individuals from various hierarchies to achieve collective goals.
4. Independent contributors: Even if not in a managerial role, employees who work independently but rely on cooperation and support from their superiors have a vested interest in managing up. By influencing their bosses, they can gain the necessary resources, recognition, and opportunities to excel in their roles.

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What is influence - managing up?

Influence - managing up refers to the act of positively influencing superiors or those in authority positions within an organization.

Who is required to file influence - managing up?

Employees at any level within an organization may be required to file influence - managing up depending on the company's policies and procedures.

How to fill out influence - managing up?

Employees can fill out influence - managing up by providing examples of how they have positively influenced their superiors, suggestions for improvement, and action plans for continued growth.

What is the purpose of influence - managing up?

The purpose of influence - managing up is to promote effective communication, build trust, and enhance relationships between employees and their superiors.

What information must be reported on influence - managing up?

Information that must be reported on influence - managing up may include specific examples of influencing superiors, challenges faced, outcomes achieved, and areas for further development.