Mastering the Art of Leadership: How to Manage Up and Down for a Motivated Team

There’s nothing worse than managing unrealistic goals.

Except when you’re mid-management giving these to your team, from the execs.

This is leadership on hard mode, and it’s your job.

You have two options.

– Manage up – Manage down

👉 Managing Up

You’re an advocate for your team.

As their leader, you’re expected to speak up for them.

But you’re also an advocate for the company.

So, yes, bring feedback and push back on your exec team.

– Do this delicately – Avoid emotion – Bring data to back you up – And make your exec team feel heard too

Sounds simple? Maybe, but it won’t be easy.

It’s not going to work all the time (probably less than half)

And when it doesn’t…

👉 Manage down

It’s your job to manage your team, bad expectations and all.

It’s uncomfortable and frustrating.

What you don’t want to do is drive a wedge between your team and the exec team.

Don’t say “This is how it is and I can’t do anything about it.”

– This makes you look bad to everyone – It isn’t motivating to your team – They can see you as a pushover   Likely your team is not motivated by unrealistic expectations.

My advice…

…Give your team autonomy to figure out how to hit the goal.

It can create motivation in an otherwise demotivating situation.

It shows your team you still trust them.

They might surprise you with creative solutions and get closer to the goals than you imagined.

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Managing expectations and understanding motivation are two parts of my coaching program.

DM me to learn more about how I can help you in your leadership role.