Managing up 101: You can’t force your manager to approve your work. But you can embrace that it’s your responsibility to get better at securing their greenlight.
We have to learn how to "manage our manager" I learned it during my work in big tech. As you mentioned, managers have more context about other parts, try to bring them just what they need to know and your doubts, give them options, and describe why you chose this option and why you discarded the other alternatives. Maybe it doesn't look good, but if it accomplishes your team's needs and works, you would get that approval faster.
I once had a manager who clearly articulated this and said something on the lines of, "you be sure you do your things right and I will defend you with everything I have got".
I believe as a IC, not everyone will be aware of these nitty gritties. Does it mean, managers also have to help a new IC know about these things upfront instead of waiting an IC to understand it themself?
The hardest part for me is to account for the additional context your manager has. Sometimes I know they’re stuck on something I likely didn’t think of, but also they don’t tell me what it is. As managers, it’s also important to bring in your team as you work through problems and second order effects.
Great read for anyone wondering why managers ask questions when they state they fully trust us!
Sometimes, I find myself explaining to my team that while I trust them fully, I must still be aware of what is happening. At the end of the day, a manager is responsible for their team's actions. Every manager should make this clear!
Your statement: “It’s on me. I should have caught that, or known better, or trained my team better.” is spot on!
Make it easy for people around you to grasp the context and support you while you deliver impact! This is a fast path to promotion.
We have to learn how to "manage our manager" I learned it during my work in big tech. As you mentioned, managers have more context about other parts, try to bring them just what they need to know and your doubts, give them options, and describe why you chose this option and why you discarded the other alternatives. Maybe it doesn't look good, but if it accomplishes your team's needs and works, you would get that approval faster.
I once had a manager who clearly articulated this and said something on the lines of, "you be sure you do your things right and I will defend you with everything I have got".
I believe as a IC, not everyone will be aware of these nitty gritties. Does it mean, managers also have to help a new IC know about these things upfront instead of waiting an IC to understand it themself?
The hardest part for me is to account for the additional context your manager has. Sometimes I know they’re stuck on something I likely didn’t think of, but also they don’t tell me what it is. As managers, it’s also important to bring in your team as you work through problems and second order effects.
Great read for anyone wondering why managers ask questions when they state they fully trust us!
Sometimes, I find myself explaining to my team that while I trust them fully, I must still be aware of what is happening. At the end of the day, a manager is responsible for their team's actions. Every manager should make this clear!
Your statement: “It’s on me. I should have caught that, or known better, or trained my team better.” is spot on!
Make it easy for people around you to grasp the context and support you while you deliver impact! This is a fast path to promotion.