Communicating Up: Asking Management for What You Need

Volume #2 - September 1999

One of the most important relationships you need to nurture in terms of career development is your relationship with senior management. Have you been communicating your career goals to your boss?

One of the characteristics of a good leader is a desire to help others grow and advance. But senior managers don't have crystal balls or magic wands. Unless you make clear requests and articulate what you want, your boss won't necessarily know how to help you. In order to succeed, you need to ask assertively for:

• positions you want
• raises you deserve
• resources you need to do your job
• honest, respectful feedback on your performance
• training to help you improve your skills
• clarity about what management expects from you

And you need to clearly communicate your long- and short-term goals. Every time Beth Dudley, a vice president at Allegiance Healthcare Corporation, took a new position she sat down with her boss and told him what her five-year goals were, and asked, "What are the skills I need to develop to get there?"

Handling a "NO"

Asking to get your needs met so that you can achieve your goals, however, doesn't guarantee that management will immediately or enthusiastically comply. But even if your request is turned down, having made it, empowers you. By virtue of asking, you move yourself forward. If you are denied, you simply need to devise a new strategy.

Here are a few examples I love of women who didn't let a "No" stymie them:

In 1988, Charlotte Schutzman was a CFO in the Bell Atlantic system. After the birth of her first child, her request for part-time work was denied, so Charlotte changed her strategy and joined forces with Sue Manix to create a pioneering job share. Since then, they have climbed the ladder as a job-share team and are now vice presidents.

When Julie England's request to be moved out of a faltering business unit at Texas Instruments (TI) was refused, Julie called senior managers in other divisions of TI and asked them for 10 minutes of telephone time. She described her talents and skills, and asked them to keep her in mind if they had openings that called for her abilities. Her strategy paid off – she was invited to interview for a position in the quality department in the Semiconductor Group, where she is now a vice president.

When Karen Moreno, who is now the president of Gannett Supply Company, was a middle manager, she watched unbelievingly as her boss give a significant account to someone else. After she gave herself time to compose her emotions and the business case for why she was the better person to handle the account, she met with her boss to discuss the situation – three months later she had the account.

The key is to know what you want, to ask for it using effective communication techniques, and to learn how to handle a "no".

COACHING QUESTIONS ON COMMUNICATING UP

Asking for what you need requires thought and preparation. Here are some questions to ask yourself before you ask management for something:

1. What's the best form of communication to use? What is your boss' communication preference? Charlotte and Sue backed up their verbal request with a well written, detailed proposal that also clearly described how the company would benefit from their requested job share. Make your request clearly and rationally, and provide a business reason for what you are asking.
2. Who should you ask? Charlotte and Sue presented their proposal to Charlotte's boss, who had a better chance of getting it approved because Charlotte's organization was more flexible than Sue's. When Julie didn't get support from management in her business unit, she sought out senior managers in other divisions of her company.
3. When should you ask? Schedule time to talk when it's convenient for senior managers so that you have the space to be heard.
4. How will you handle rejection or an angry response? Remain calm and rational. Don't get emotional. Think before you speak. Be respectful and courteous. Give yourself time to regroup and plan a new strategy. Stay focused on getting your goals met rather than responding to your own anger or disappointment.

Copy © 2000 Virginia O'Brien All s Reserved

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