How to Manage Up to Receive More Trust & Transparency
Last week I shared two skills managers and leaders can leverage to be seen as trusted and transparent leaders:
Leading with vulnerability
Communicating with context
This week we turn the tables.
I want to help you manage up to receive more trust and transparency.
There are two ways to view this:
In your current role
When seeking a new role
Let’s start with your current role.
4 things to think about to increase the trust you’re feeling from your leader and the extent to which they’re keeping you informed:
Share what unlocks you
Give upward feedback
Positive reinforcement
Be Switzerland
Share What Unlocks You
When I begin reporting to a new leader, I view it as an opportunity to provide them the keys to unlocking my best performance.
It starts with being clear on what you value in your work dynamics and environment.
I was working with a leader recently who just experienced a re-org. We got to the heart of when they do their best work. They thrive when there’s:
Trust
Ownership
Context sharing
Strong relationships
In their next 1:1, they will be sharing a version of this:
“I know we’ve known each other from afar for a while, and with this new dynamic and structure, I want to share how you’ll get the most out me.
First, I really thrive when I understand the pieces of the puzzle around me. When I have context, even if we end up not going that direction, I can be thinking ahead and it enables me to put forward the best solutions.
Another key to helping me thrive is…”
You get the idea.
Identify your keys to success and share those keys to the kingdom.
Give Upward Feedback
Upward feedback is scary for most of us, especially if we’re reporting into a leader we don’t yet have a strong connection with.
One tactic I recommend is sharing feedback by way of a) what you’re realizing about yourself and b) how they can help.
It might sound like this:
“Before we wrap up our 1:1, I’d love to share something I’m realizing about myself and a way I’ve identified you can help.
As we’ve gotten deeper into this project, I’m noticing how much I really value transparency, but more specifically, how much I really appreciate getting a heads up when certain directions are on the table.
And as I’m realizing how much this helps increase my work product, I’m wondering if I could ask your help in setting up a regular cadence for cascading down information so I can feel even more informed and ready to take action.”
As you can see, the tone of this is much more about what you’re realizing you’re needing vs calling out their deficiency.
Positive Reinforcement
As a manager and leader, it can be lonely. And we often are in a world of “no news is good news” when it comes to what our people think about how we’re engaging with them.
For that reason, don’t forget the power of positive reinforcement with your own manager and leader.
What gets recognized gets repeated.
When they know you like the way they’re engaging with you, they’ll be more likely to keep doing it.
When they forward along info, be specific in your appreciation.
When they loop you in on something, share gratitude.
It might sound like this:
“Thanks so much for forwarding this my way. Seeing what’s coming down the pike is super valuable to me and I appreciate you looping me in.”
“Thank you again for keeping me in the know about adjustments to product’s timelines, I really value you trusting me with this information.”
Be Switzerland
Switzerland is famous for not getting involved in the conflict of others.
When people come to you with gossip, be Switzerland.
Be known for not getting involved in the mess and for being a neutral party.
When your leader knows you’re not an active participant in the office rumor mill, you’ll increase the likelihood they’ll confide in you.
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Now let’s take a look at how to find trust and transparency when you’re on the job hunt.
Powerful Interview Questions
Interviewing is a two way street. You hear it a lot, and yet, when we’re in that situation, we forget to interview the potential employer as deeply as they’re interviewing us.
Consider these sample questions:
“Transparency in leadership is important to me. I’d love to hear of a recent example when you were proud of your leadership team and their transparent communication.”
“I’m hoping to get a sense for trust dynamics within the team. Tell me about a recent example when you were trusted to take ownership and drive something forward.”
[Speaking to the hiring manager]“I am really excited about this role and the potential to work with you. What decisions do you proudly trust the team to make?”
Why these work:
They aren’t standard, so the interviewers don’t have a canned response ready.
By asking for examples, you’re going to be able to evaluate how extensively trust and transparency are valued and executed.
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That’s it for today!
Comment below and let me know what’s resonating with you!
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