Managing your Manager - 20 February 2007

Often your relationship with your direct manager can influence your own levels of engagement, and if you're disengaged, then chances are your employees will be as well. The key to "managing up" is to understand your boss's personality type and to adapt your behaviour so that it suits. Based on the DISC Profiling System, there are four distinct personalities: direct, influence, stable, and conscientious. Direct managers are results-focused. They like being in charge, hate wasting time, can have a short temper and thrive in fast-paced environments. If you've got a Direct manager, get straight to the point, be prepared for all conversations, and always remain objective.

Influence managers are extroverted, optimistic, and love working with people. They want to be liked and are animated communicators. They relish being in the spotlight and enjoy receiving recognition. To work well with an Influence manager, be personable, have a positive disposition, and avoid inundating them with detail.

Stable managers are quiet, supportive, and sympathetic. They're patient, like to cooperate with colleagues, and prefer to work in environments with clear rules. To work effectively with a Stable manager, give them advanced notice of future changes, hold frequent conversations, and don't directly confront them since they dislike conflict.

Conscientious managers are detail-oriented perfectionists and they rely on systems and procedures. They like to take their time to investigate problems by analysing data and they value being asked for their opinions. To work well with a Conscientious manager, always focus on facts and make sure that your work is detailed and accurate.

It's just like cooking. The ingredients you use can determine whether you spoil the dish or cook up a storm. By identifying your manager's personality type and then adding the right behavioural ingredient, you'll be able to influence how your manager perceives you.

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