I have a confession to make.
Don’t laugh, though.
Really.
My boss and I were a great pair. We worked well together. High trust. Lots of collaboration. A dynamic duo.
But…
I held my breath during every single meeting.
Not metaphorically. Literally.
Sometimes, I’d leave our 60-minute meetings lightheaded, wondering if I needed a paper bag to recover.
What? Why?
Because managing up isn’t just about me—it was about him, too.
And my boss had his own anxieties. He was still newish in his role, trying to navigate the high expectations of performing at a top level while building his reputation and making his mark.
And then there was me.
My initiative? His highest priority. His legacy. His joy.
No pressure, right?
Reader, I honestly didn’t know how to hold all of that—the weight of his expectations, the responsibility of delivering, and the emotional calculus of figuring out how to be both a supportive partner and an independent leader.
Here’s the thing: If you’ve been in this field long enough, you’ve likely mastered the basics of managing up—adapting to your boss’s style, solving problems proactively, and keeping things on track.
But managing up isn’t just about surviving your next one-on-one.
It’s about fine-tuning. Leveling up.
Building a partnership where both of you can thrive—while still creating a work environment that feels satisfying and balanced for you.
Managing up is a recurring theme in my work with coaching clients, and I’m thrilled to be presenting on this very topic at the National Association of Colleges & Employers (NACE) 2025 Conference. It’s an area where small, intentional changes can lead to transformative results.
Here are five innovative strategies to take managing up to the next level—especially if you’re navigating big personalities, tricky priorities, and the occasional performance review curveball (Why are we scoring staff before we even conduct the reviews, again?).
1️⃣ Understand their decision-making style
Some leaders rely on gut instincts, while others need data and detailed analysis before making decisions. Tailor how you present information based on their approach.
Example: If your boss is data-driven, provide metrics and research to back up your suggestions. If they prefer quick, high-level overviews, craft concise summaries with actionable recommendations.
2️⃣ Create a system for regular updates
Leaders juggle competing priorities, so streamlined communication is key. A system for regular updates keeps your boss informed without adding to their mental load.
Action: For your regular 1:1 meetings, create an agenda focused on your main priorities, key progress updates, and discussion points. Send it via email beforehand, and bring a printed copy to the meeting for reference.
Want to simplify this even further? Grab my free agenda template here and customize it to make your meetings more effective and impactful.
3️⃣ Frame feedback around mutual success
Giving upward feedback can feel tricky, but when framed as a tool for mutual success, it can strengthen your partnership.
Example: Instead of saying, “You don’t give clear instructions,” try, “I’d love more clarity on priorities so I can align my work better with your goals.”
Alternatively, reinforcing the behavior you want to see can make a positive difference: “Your overview of our progress really got the attention of the deans. That will be very helpful when I follow up with them. Thank you!”
4️⃣ Be their “advance team”
Anticipate challenges or questions your boss might face in meetings, and prepare solutions or talking points they can use. This helps them succeed while showing your value.
Example: Before a meeting with a key campus stakeholder, provide talking points to emphasize the benefits of partnership, reinforce decisions made, and update them on your initiative’s progress.
5️⃣ Make their wins your wins
Celebrate your boss’s successes, especially those tied to your collaboration. Acknowledging their accomplishments strengthens your relationship and shows you’re invested in shared goals.
Action: After a project wraps up, share a note that highlights the success and ties it back to their leadership, e.g., “Your guidance was key in helping us achieve [specific outcome].”
Final Thought—
Managing up isn’t just about meeting expectations—it’s about creating a partnership rooted in trust, collaboration, and shared success.
This is a topic I’m deeply passionate about. Whether I’m coaching clients, facilitating group programs, or sharing insights at conferences like NACE, one thing is clear: the most impactful results often come from small, intentional changes that build momentum over time.
So, here’s my challenge: Start with one strategy this week.
Maybe it’s framing feedback in a way that builds alignment. Maybe it’s using my free agenda template to make your one-on-ones more effective.
Whatever you choose, remember: The best partnerships benefit everyone involved—including you.
Take a breath, try one small shift, and see where it takes you.
