Many of my clients participate in one of my Leadership Roundtables. One of the topics I hear about most from them is how difficult it is for them to have conversations about their careers with their bosses. While they are eager to get feedback and recognition, they often feel awkward about seeking it directly.
In response, I remind them about one of the basic laws of reciprocity: Ask first what you could do for another, before asking them to do something for you.
I tell them just as you often feel overwhelmed and overworked, so likely is your boss. If you approach her by asking how you can help with her load, later on, you are in a much better position to engage her in a constructive conversation about your needs.
An additional advantage to asking how you can help, is that it might enable you to take on a piece of the business which demonstrates your capacity to do more. Taking this extra initiative might enable you to show that you are ready to move to the next level.
Therefore, my Dr. Rob piece of advice for this week is (to paraphrase John F. Kennedy):
“Ask not what your boss can do for you, but what can you do for your boss.”
What other advice do you have for the best ways to manage your boss? Please share them with me in the comments section below.
The primary work related to ones boss is to assist her/him in succeeding. Like a family or a team, internal competition leads to at the least an unpleasant atmosphere (more likely strife ridden) and undermines the potential for remarkable effort and achievement. The focus needs to be on serving the boss in order to distinguish your group. A good manager/boss will reward you for your support. If your boss is not a wise manager, the smart subordinate helps her/him to learn the ways of good leadership. With a soft touch, and constructive criticism in private ONLY, the boss may see the value in sound leadership.