Client Question: “I am working on a big change in my organization and aligning with people at the lower levels first and working my way up to the higher levels. I have always done things this way, but I think it is creating a perception of me is that I am still working at too low a level and not managing up enough. What can I do differently?”
The first thing you can do is recognize that you are doing what is comfortable and easy for you when you align at the lower levels. That is what you would have done as an individual contributor or lower level manager. Now you are a Director and need to manage these conversations differently. Communication will have to be handled differently to change these perceptions.
Here is a three step approach to use for communications:
- Align with your peers and senior management on the change first. Get their alignment and buy in on the change across whatever functions where it will have impacts. Share your communication plans with them and ask for their help to be advocates or to provide resources for you, if you need it.
- Align with your direct reports and help them understand the vision and outcome for the change. Let them ask you questions so they have a good understanding of the change, your expectations and share with them who you have aligned with at the levels above.
- Have your direct reports set up time to share the information with their peers and any levels below. They should represent the change and be able to answer questions about what will be occurring, when it will happen and the impacts it will have to the organization. You want your team to be viewed as the “go to” people for information about the change which helps them build credibility and allows you to focus on the senior management conversations.
This communication approach is another example of getting things done through others. Being intentional and communicating in this way allows you to show that you are empowering your team and trusting them to represent you. It also frees you up to focus on having conversations at the strategic level. Be consistent with this approach and your management will see that you are being strategic with your decisions and communications. It will begin to change perception that you are staying out of the details and empowering your team to handle additional responsibility.