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Managing Upwards – Do’s & Don’ts!

In this video series we’re talking about 3 things any organization can do today to increase resiliency in their work space through better communication, starting with the power of 1-on-1’s. The next step from 1-on-1’s is managing upwards. It’s rarely done because it can be incredibly uncomfortable for both leaders and contributors! Done correctly, it’s incredibly liberating for both parties and further enables psychologically safe workspaces that you can have those brutally candid conversations in.

We just posted our final video in this series on this topic.

First, keep in mind that managing up doesn’t mean you’re actually managing your leader. No, what you’re doing is managing expectations, communicating proactively and focusing on information that matters. Much like you expect to be lead – with candor & transparency, managing up is your opportunity to do the same. This is why it’s important to focus on solutions, not problems. As we previously mentioned, it’s completely ok to say “I don’t know,” just make sure to add “and here’s what I’ve done to figure it out …”

Second, you always want to be factual. Certainly provide your first had observations and guesses, but be mindful that you’re not idly complaining or repeating here say. It’s easy for us as humans to focus on the negative – on danger. Our hindbrains are still very much in survival mode still. But there’s no tiger in the bushes waiting to leap out. You have time to stop, breath and reframe your mindset and your thoughts to focus on the possible.

Finally – always lead with candor and transparency. It’s tough especially when you first start on this path of managing upwards, but believe us, stick to it and it will work. Doing so eliminates so much uncertainty and really goes towards adding to that trust bank.

Done consistently, managing upwards is part of the effort in building those critical connections of trust. That trust leads to clearer communication, which reinforces those relationships. When the next crisis hits, the focus will be on coming together and persevering in a way that is mutually beneficial and accountable. This is when, we say, fires end up putting themselves out because they don’t get a chance to consume the tinder and oxygen and grow.

Start managing up if you’re doing 1-on-1’s, and if you’re not doing 1-on-1’s, start already! Take a look at our video, chime in below or drop us a note and let us know about your experiences managing up!

Why Communication is a Cornerstone for Success

I’m going to share video on a story about why communication is a keystone for success.

One of our regional customers was having a challenge releasing a pair of mobile apps. Over 100 years old, with a 12B USD market valuation they were established and highly capable.

Once we dug into what was going on we helped them get to their first release in 30 days. Now while we did address a lot of significant technical and process issues, the biggest challenge was restoring communications and rapport and trust. We would not have been successful had we not done that AS WELL.

What had happened is that with the first failed release, everybody had stopped talking to each other. Tech teams weren’t talking to each other, Project management couldn’t get a straight answer and their customer was left with more questions and answers.

By reinitializing those communications we re-established trust and were able to quickly negotiate what was needed as opposed what was nice to have and what bugs they could live with as long as there was a remediation period for it.

Not only did we get our first release in 30 days but our client went on to have a release every other month with a target of getting to the 6-week schedule.

This is why the work that 1Focus does is more than just technical or process work. We really emphasize culture and mindsets because once we adjust those, what we teach, what we do will stick and become habitual.

This is how fires put themselves out. Leaders get an opportunity to lead again. Contributors feel empowered to act. When everyone has the trust to talk candidly and in a safe environment – the results almost write themselves.

Check out our case study and our video, and share your experiences below. We love learning from our customers and every interaction is an opportunity to learn.

Start Your 1-on-1’s Today!

In our prior update & video we talked about 3 things any organization can do today to increase resiliency in their work space through better communication.

We posted another video and today we’re going to go deeper on 1-on-1’s and give you some tangible guidance you can implement. 1-on-1’s are a fundamental building block to building brutally candid but psychologically safe work spaces which is a key component to enhanced resiliency. We want to start here.

Here’s 3 actions you can take today to start.

Frist, well, start. Start having 1-on-1’s if you’re not. I would say a great many organizations don’t do 1-on-1’s or at least do them as a replacement for or supplement to status reports.

That’s not what they’re for. These sessions are for HOW not WHAT. How is your team member, your contributor, doing. These are opportunities for you, as a leader, to build rapport and trust. It’s also an opportunity for vulnerability and authenticity with your team. When you break down stiff, hierarchical boundaries, you’re breaking down barriers to transparent, honest conversations.

See where this leads to?

Second, try to keep them to at most 30 minutes and have them at a consistent time and day of the week. Look, emergencies happen, we all know this, but this is one of those activities that has to be a consistent focal point for your leaders and contributors. Aim for 98% consistency across a twelve month period. Again, you’re trying to build that trust that leads to clear communications.

Remember, while it’s ok to get personal – respect professional boundaries and know when you’re touching areas you don’t have expertise on. Nothing empowers a conversation more than for one party to say “I don’t know, but let’s find out…” No one can know all things at all times and have all the answers. We’re here to remove stress, not add to it.

Third – take notes! And follow-up! Regardless of who makes the commitment, the next time you meet, start there and follow-up. What you’re doing is not only showing you remembered, but also building in some strong accountability to go along with that transparency. That establishes the pattern of what we’re setting up.

These sessions, done consistently, are what builds up those critical connections of trust, on which any kind of relationship is built. That trust leads to clearer communication, which reinforces those relationships. When the next crisis hits, the focus will be on coming together and persevering in a way that is mutually beneficial and accountable. This is when, we say, fires end up putting themselves out because they don’t get a chance to consume the tinder and oxygen and grow.

Take a look at our video and start your 1-on-1’s or let us know what changes you’ll make based on these tips. We would be really curious to find out how this works out for you!