Issue 11: Today’s Brew is Managing Up – Why It’s a Leadership Skill at Every Level
☕ Brewed for Leaders Who Care
Espresso & Empathy — Issue 11
By: Shannon Foster
Founder & Senior Consultant, Martin & Foster Consulting
May 14, 2025
When we talk about leadership, we often picture someone managing a team. But there’s another form of leadership—less talked about but just as powerful: managing up.
Managing up isn’t about politics, manipulation, or trying to impress your boss. It’s about building a professional relationship with those above you that’s based on communication, clarity, and mutual respect.
It’s leadership in action—regardless of your title.
What Managing Up Actually Means
At its core, managing up means taking ownership of how you work with your leader. It’s about making their job easier while advocating for what you need to be successful.
Done well, managing up helps:
Clarify priorities and reduce misunderstandings
Build credibility and trust
Foster upward communication and feedback
Position employees as proactive, solution-oriented professionals
And when everyone manages up and down with intention, organizations run better.
Why Managing Up Is a Leadership Skill
Here’s the truth: leadership doesn’t start when you get the title. It starts when you begin taking responsibility for the way you show up, contribute, and communicate.
Employees who manage up demonstrate:
Self-awareness: They understand their strengths, limitations, and how they affect others
Empathy: They anticipate their leader’s goals, stressors, and needs
Ownership: They don’t wait to be told—they bring ideas, updates, and solutions
These are all qualities we develop through emotional intelligence—something we believe is non-negotiable in any workplace.
Tips for Managing Up Effectively
Here’s how to manage up without overstepping or overcomplicating:
1. Get Clear on Expectations Don’t wait for ambiguity to cause issues. Ask questions like, “What does success on this project look like to you?” or “What’s your preferred communication style?”
2. Bring Solutions, Not Just Problems If there’s an issue, come with potential paths forward. This shows critical thinking and positions you as a partner, not a complainer.
3. Understand Their Priorities Learn what your leader is being held accountable for. Align your updates and work around what matters most to them.
4. Communicate Proactively Share progress without being asked. Flag issues early. Leaders don’t like surprises—managing up means keeping them informed without overwhelming them.
5. Ask for Feedback and Support Managing up also means managing your own development. Ask for feedback, share career goals, and express what support you need to grow.
What Martin and Foster Consulting Teaches About Managing Up
At Martin and Foster Consulting, we coach organizations to build cultures of mutual leadership—where influence flows in all directions.
In our Self Leadership, Coaching Essentials, and First-Time Manager trainings, we empower both employees and leaders to:
Communicate with emotional intelligence
Create aligned expectations
Build trust through honesty, clarity, and care
Because when people feel safe to lead from where they are, teams thrive. And when leaders invite that upward dialogue? Trust deepens.
Leadership Self-Check: Am I Creating a Culture That Supports Managing Up?
For supervisors, ask:
Do I encourage my team to speak up or challenge ideas respectfully?
Do I make time to hear their ideas, input, or concerns?
Do I give feedback and ask for it?
For employees, ask:
Have I taken the time to understand my leader’s priorities?
Do I bring solutions with my challenges?
Am I advocating for what I need to succeed?
Managing up isn’t about control—it’s about collaboration. And it’s one of the most overlooked forms of leadership in the workplace.
Final Thoughts
You don’t need a title to lead. You need self-awareness, empathy, and the courage to communicate with intention.
Managing up is not about trying to impress—it’s about taking ownership of your experience and contributing to the success of those around you.
At every level of the organization, leadership is about partnership. So if you’re waiting for permission to lead—consider this it.