Managing up with confidence

Managing your boss well means understanding their challenges and pressures. The Cohen-Bradford model suggests seeing bosses as potential partners, not obstacles. When you understand what your boss deals with, you can support them while also getting what you need. For example, if a manager notices their boss struggles with long reports, they could offer to organize the data more clearly and reduce a two-hour meeting to one hour. This builds trust and shows initiative.

Good upward management uses clear communication that focuses on shared goals. Instead of making requests around personal preferences, frame them around business outcomes. For example: “Would it help decision-making if we shared this information differently?” This way, your boss can see the value in the change.

When disagreements come up, adapt your communication to your boss’s style. If your boss is detail-focused, present clear evidence and data. If your boss is short on time, give a short summary with the main points and next steps. The goal is not to change who you are, but to present your message in a way that connects with them. Adapting to their style while staying true to yourself helps you raise concerns respectfully and keep the relationship strong.