When you join an organization, the role you’ve been hired for isn’t just about your individual tasks, it contributes directly to the strategic direction of the business function you’re part of. Your position may feel like one piece of the puzzle, but in reality, it’s a critical link to your company’s overall success.
It’s important to recognize your hiring leader as the strategic driver of your unit, responsible for ensuring that every piece, including you, delivers. By aligning your work with broader organizational goals, you contribute not only to your team’s success but to the overall momentum of the company.
This is why developing the skill of managing up successfully is so powerful as it helps you position yourself as a trusted partner to your leader, rather than just an employee.
Why Top Leaders Value Trusted Employees
In my 20+ years leading global People & Talent teams, I’ve found that having one or two employees I could always count on was invaluable. These individuals:
- Consistently delivered results.
- Communicated strategically without being asked.
- Took initiative to expand their skills.
The trust they built was priceless. I rewarded these professionals with promotions, stretch assignments, and even created new roles to bring them along when I transitioned to new organizations. That’s the level of value leaders place on employees they can depend on.
How to Position Yourself as Indispensable
The employees who stand out don’t just “do their jobs”, they learn their leader’s expectations and align their communication accordingly. That means:
- Understanding how and when your leader prefers updates.
- Being proactive about deadlines and executive meetings.
- Anticipating what information your leader will need before they ask.
When you do this consistently, you reduce friction, increase trust, and elevate your value beyond your job description.
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The Long-Term Payoff of Managing Up
When you establish trust with your leader, you create opportunities that go far beyond your current role. You become the person they turn to first for promotions, special projects, and even new roles at future organizations.
This dynamic explains why new leaders often hire trusted colleagues from past teams as they already know who will deliver. Your goal should be to become that person.
For more strategies on building trust quickly when leadership changes, check out my article on when a new leader joins.
Recommended Resource
A book I strongly recommend on this subject is The Manager’s Path by Camille Fournier. It provides excellent insights into how leaders think, what they value, and how you can align yourself as a trusted contributor in any organization.
Final Thought
Managing up isn’t about politics, it’s about aligning your skills and communication with your leader’s priorities so you can deliver maximum impact. When you consistently build this kind of trust, you set yourself apart as an indispensable partner in the success of your team and organization.
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