Maximize Your Career Potential by Managing Up

Picture this: you’ve just started a new job, but your new manager isn’t as hands-on as previous supervisors or professors. Instead, you get 30-minutes of one-on-one time with them every other week and—before you can even learn how to use the printer—they expect you to show results. Yikes! Other managers may report into someone that is too hands-on—an entirely different challenge. Whatever your situation may be, learning how to work with your direct supervisor can make or break the early days of your career. The right manager can be your mentor, guide and biggest cheerleader, and it all comes down to how you manage up.

Changing Workplace Dynamics and the Keys to Managing Up
According to the Pew Research Center, Millennials (ages 21 to 38) have overtaken Baby Boomers in the workforce. Did you cringe at the word “millennials”? It’s Ok. I hate that word, too. Younger generations get a bad rep – we are often pegged as needy, entitled, narcissistic, unfocused, lazy – the list goes on. What’s interesting is that we see ourselves as motivated and purpose-driven, trying to make a difference in the world.

Simon Sinek’s video about Millennials in the workforce highlights a key point that unlocks a lot of our problem here: Millennials tend to have difficulty developing meaningful relationships—especially in the workplace. They also tend to be impatient about getting to where they’re going.

The reality, as stated by Sinek, is that the key to managing up is found at the intersection of patience and relationship development.

We’ve all heard the saying, “People leave managers, not companies.” According to Gallup CEO Jim Clifton, “The single biggest decision you make in your job—bigger than all the rest—is who you name manager. When you name the wrong person manager, nothing fixes that bad decision. Not compensation, not benefits—nothing.” (Source: Inc.)

But what makes a good manager? In my experience, the best managers are available when you need them, capable of sharing quality feedback, and able to recognize the strengths and weaknesses in others. While it’s easy to demand those of others,  best way to bring these characteristics out in your manager is to portray them yourselves.

Millennial psychology aside, there are some clear ways to “hack” managing up—no matter which kind of manager you have.

The Power of Quick Wins
If you’ve worked at an agency, you’ll be familiar with this concept. This is the first rule of onboarding a new account—deliver quick wins. However you define a “win,” immediately delivering on your promises and showing success can go a long way in getting the right attention from your manager.

This doesn’t only work for new relationships. In fact, this works after every performance review, weekly one-on-one meeting and more. Remind them of why they hired you and remind them that it was a good decision.

How to Ask for Feedback
How many times have you felt criticized or unappreciated at work? In those situations, I would say it’s probably because you were lacking quality feedback. There are hundreds of articles and books about giving and receiving feedback for a reason—it’s the key to every good relationship.

When giving feedback, first make sure they’re open to it. Ideally you would have already established a relationship with your manager so you can go to them with your questions and concerns. If you have a weekly 1:1 with your boss, then it’s easy—that’s your chance to talk about things that are/aren’t working.

If not, then you need to ask. It’s easiest to do that in the context of your work with them. When they come to you with a new project ask if you can discuss your concerns one-on-one. Some helpful phrases to try out:

  • “Would it be helpful to have another perspective?”
  • “Now that I’ve gotten my head around this assignment, can I talk to you about how things are going?
  • “Do you have a minute to discuss ____? I need more clarity from you on [my role, my responsibility, how we are approaching the assignment].

The key with this is to be specific and don’t get personal. If you start making generalizations or start attacking them as an individual, you could put them on the defensive, and lose your chance to be effective.

It’s worth noting that some relationships will not allow for feedback. In those situations, it’s usually a senior executive so empower yourself to do your best to see things from their perspective.

Receiving feedback is simple—all you need to do is ask:

  • “Do you mind providing feedback on this project? I’m interested in getting your thoughts so I can learn and make adjustments next time.”
  • “Did this meet your expectations?”
  • “Am I getting closer to your vision for this project? If not, where should I focus?”

Feedback should be honest (not brutal, but direct) and real-time. If you only get feedback once per year, then you only have one chance per year to improve. If you get generic responses to your questions, follow up: “Tell me more about that.”

How to Discover “Unwritten Rules”
I’m a fan of discovering “unwritten rules” by befriending the gatekeepers—like the receptionist or your boss’s assistant. You should also work to get to know the people that have been at the company longer than you—they will be a tremendous asset to you as you get to know the “way” of a company’s culture. They can also share tips for working with certain individuals (like your manager).

Unwritten doesn’t usually mean secret, so also don’t be afraid to ask. You’re probably not the first person to do so.

Why Personalities Matter in the Workplace
In Meyers-Briggs, I’m an ENTJ. That means I’m extroverted, intuitive, a thinker and judging (i.e., logical and decisive). The better you understand yourself, the better you can help others to understand you. And for someone to truly manage me, they need to understand me—it works the other way, too.

Understanding how your manager processes information is something I’m still learning—my manager internally processes information and needs more time to think before coming back to me with feedback. I, on the other hand, externally process everything—meaning I like to talk it out with you right then and there until we come to a resolution.

Get to know your manager and be curious about how they think. Learn to anticipate their questions based on their priorities. Understand that everyone is different, and it would be unreasonable to assume otherwise.

What it Means to Set Expectations
Understanding what your manager wants from you—and vice versa—comes down to how you communicate expectations. Be clear about what’s expected up front so there are no surprises (or disappointments) down the road. How do you do that? Have a process. First, ask questions and repeat what you’re hearing. Then, put it in writing (e.g., in an email) and get them to agree to it.

Communications for Communicators
Practice what you preach. Sometimes we can be so client-focused that we forget to utilize our own best practices. Try creating your own formal strategy, just as you would with any client, for how you communicate with your manager. Pre-empt their asks by being proactive. If your manager ever has to come to you and ask you for a status report, you’re too late in getting it to them.

Learn to anticipate the questions of your manager: what are they being held accountable for? That’s what they’re going to ask you about. Find a way to let them know the status of what you’re working on so they don’t have to come looking for you.

In closing, managing up is a challenge because managing people is hard. Be patient with yourself and with your manager. Everyone is on a journey and learning at their own pace.

And the key to any management relationship—up or down—is not management, but the relationship. Take your boss out for coffee and get to know her. That relationship will be the key to your success.

Scott ThornburgAbout the Author
Scott W. Thornburg, APR, is an accredited marketing communications leader with nearly a decade of global agency and in-house experience. Passionate about his work, he is known for thoughtful management of complex issues, careful attention to detail and high-impact leadership. Scott has been a strategic communications adviser for top global brands like Oracle, ExxonMobil, Dell, Cirque du Soleil, Hard Rock, Nasdaq, lynda.com (acquired by LinkedIn) and more. He now works as a senior public relations manager for Sojern, a travel marketing and advertising technology company. He’s a graduate of The University of Southern Mississippi (2010), with a degree in journalism, and an emphasis in public relations. Scott is a member of the Public Relations Society of America (PRSA) and serves on the organization’s national board.

Member Spotlight: Hanna Porterfield

Name: Hanna Porterfield
Position/Company:
Senior Account Executive at Development Counsellors International
Location: New York, NY
Education: B.S. in Advertising and Specialization in Public Relations, Michigan State University
Social Media Handle: @citygirlhanna

How and when did you first become interested in PR and communications?
It’s funny, I was always reading and writing growing up, but never thought of it as a career because I didn’t necessarily want to be author. I began college as a mathematics major, with a goal to be an actuary. While that didn’t work out, loving numbers still comes in handy for calculating results and ROI of work. After changing my major I looked into advertising and marketing. Public relations was a specialization at the time, and the more I learned, the more it became for me. Internships and PRSSA involvement solidified my career choice.

How did you find internships/jobs?
Well, for internships I looked at my college job website and internship websites that I can’t even remember the name of (and they’ve probably since changed and been updated!). The question I think people actually want answered as a new professional is how to find a full-time position that will launch their career. For this, it takes time; looking for a job can be a full-time job, with late nights sending resumes, cover letters and follow-up notes all while you’re in school or working. I suggest setting up job alerts so that you can get potential positions emailed to you and all of your time isn’t spent going down a rabbit hole searching. LinkedIn and PRSA are good for this. Also think outside the box – literally every type of business needs PR.

I found my first (and current) job by putting my all into it. This means you’re going to have to make sacrifices. For me, that meant setting up 10 interviews during my senior year spring break and paying my way to New York City. When asked in an interview why I wasn’t on the beach, I said I could go to the beach the rest of my life, but I wanted a career in NYC. It paid off and I had two job offers before graduation.

What was the biggest challenge you’ve ever faced in your career? How did you overcome it?
One that comes to mind is when my first boss quit about a year and a half after I’d been at my company. It seemed like the end of the world to have a manager I liked and respected leaving so soon. In the end, it was for the better. Having a team member leave–while probably increasing workload–will ultimately give you an opportunity to step up to the plate and grow. For me, that resulted in my first promotion and an even more supportive manager than I previously had.

What has been the most valuable thing you have learned through classes or experience?
The most valuable things I’ve learned for my career have been though experience, not school, without hesitation. While college classes provide a good foundation, you cannot learn without doing. I cant stress enough the value of internships and your first jobs. When asked to present to public relations classes at my alma mater, I always share case studies of projects I’ve worked on, and try to apply to the topics in their textbooks.

What has been the best piece of advice you have received?
The best piece of advice I’ve received is simply to work hard. My dad instilled the word ‘industrious’ in our family, and that’s really motivated me to work hard no matter what I’m doing, in my career or otherwise.

Do you have any advice for PR pros early in their career?
Keep learning. It’s amazing how much can change in the PR industry just within a couple of years being in it. Read industry news and blogs, and keep any certifications you might have up to date. Bring up professional development budget in your annual salary reviews.

What do you think is the best benefit of PRSA and the New Pros section?
Having a network of PR professionals across the country who are going through similar things as you in their career. From Twitter and LinkedIn to MyPRSA, there’s no shortage of ways to get in touch with other members. While mentors are an important part of your career trajectory, being able to bounce ideas off people who are in a similar role to you, but at a different company, is helpful. Plus, make the connections now and run the world together later!

Is there anything you wish you would have known before becoming a new professional?
Outside of the actual office setting and your first career, I wish I would’ve known to keep balance and that it’s okay to say no to things. I have been extremely involved with lots of organizations during college and since graduating, but am just now learning how to balance priorities and make time for myself. You need time to rejuvenate to thrive. Put your all into organizations and side projects you’re passionate about, but don’t spread yourself too thin. For me, serving PRSA is one of those priorities.

Name one little-known thing about yourself.
I won my hometown’s Punt Pass and Kick in 6th grade for females and went on to the regional competition.

Hanna Porterfield is Chair of PRSA’s New Pros Section and a senior account executive at Development Counsellors International in New York. She is a graduate of Michigan State University. Connect with her on Twitter @citygirlhanna.

Porterfield,Hanna_headshot2017

If you are interested in being featured, or interested in nominating someone to be featured as a part of our #MemberSpotlight blog series, please complete the following form. Or reach out to us via email at prsanewpro@gmail.com.

Four Ways to Stand Out (In a Good Way) at Your First Job

From navigating the lunch scene to navigating office politics, a first job can be tricky. You want to find just the right balance of doing your job well without seeming like a suck up. I’m no expert, but I do want to share a few tips I’ve found to be helpful as I navigate my first real job:

Have an opinion

This piece of wisdom floated my way from a mentor who’s worked in communications for over 30 years. Just because you’re the new guy or gal doesn’t mean you have to be quiet. There’s a time for speaking and a time for silence. While it’s extremely important to embody a sponge sometimes — taking in all the newness and expertise around you — recognize that you were hired for a reason. Your insights, thoughts and opinions are company assets, so don’t let them go to waste by being unspoken.

Get to know your coworkers as people

You’re likely spending 40 plus hours in the office each week, sitting next to the same people every day.  Take the time to find out what your coworkers’ lives are like when they’re off the clock. What do they love? What do they hate? What’s their favorite way to goof off or relax? By asking these questions and more, you’ll have a better understanding of who your colleagues are — not just as fellow workers, but as fellow humans. I think you’ll find that this has a catalyst effect when it comes to building trust and empathy. Plus, it’s never a bad idea to gain a little extra social capital by remembering someone’s birthday or wishing them well before they leave for vacation.

Keep a work/life balance

Plenty of people throughout your career will tell you to “say yes to everything.” In my opinion, it’s not the wisest way you can live and here’s why: If you keep saying yes to everything, you’re going to find it harder to flex your crucial muscle of discernment. Instead, you’ll find yourself automatically accepting job assignments and social invitations that are going to wear you out with no substantial gain. To function at your best, you have to create space to recharge and connect. Don’t believe me? Check out this handy PR Daily infographic that explains even more benefits of keeping your weekends free from work.

Do the right thing

At Lockheed Martin, “Do what’s right” is one of our three ethical mottos. (I’m fortunate that it’s also a life motto for me, too.) Lots of times it may be easier to purposefully overlook a small error or choose to end a task before going the extra mile. Hey, nobody’s even going to notice, right? Wrong. The trouble with that thinking is that it doesn’t matter if nobody notices. If you’re not doing the right thing and making choices out of integrity, then you’re not only cheating the company, but also yourself and your coworkers. Instead of “advancing the profession,” you are choosing to take the whole ship down with you.

What advice has been helpful to you at your first job? Or what advice do you wish you would have been given to you?

lauradaronatsy_headshotLaura Daronatsy is the Immediate Past President of PRSSA and currently works as a Communications LDP Associate at Lockheed Martin. She graduated from Biola University with a public relations major and biblical and theological studies minor. Connect with Laura on Twitter @lauradaronatsy.

#AskNewPros: How many New Pros are in my regional area?

This is part of our recurring #AskNewPros series. Do you have a burning question for PRSA New Pros? Ask us! Want to promote mentorship by answering questions asked by PRSSA members? Email Alyssa Stafford to contribute.  

The New Pros section has 1149 members all over the U.S. and we even have a member in Canada! Roll over your state in the map below to see how many New Pros are in your area. Want to reach out to someone directly? Check out the member directory on PRSA.org and choose New Professionals under the “Section” field.

Celebrating Diversity Should Not End in August

Editor’s Note: This post originally appeared on the PRSA Pittsburgh blog. While PRSA celebrated Diversity month in August, this blog is a great reminder how our profession can and should be inclusive year-round. 

In recent months, headlines of violent attacks, mass shootings and tragic moments have occupied the majority of our Facebook and Twitter feeds, causing many of us to question if society is progressing or regressing in its efforts to accept others. 

In a world often overwhelmed with hate and judgment, we as public relations professionals need to serve as thought leaders and celebrate diversity in the industry as well as encourage others to follow suit.

Luckily, PRSA dedicates the month of August to bring attention to diversity in public relations and facilitate inspiring conversations that hope to bridge any gap between diversity and the workplace.

Diversity Month, led by the PRSA National Diversity & Inclusion Committee, seeks to inform and educate the public relations profession about ongoing issues and concerns regarding diversity in public relations. According to PRSA, the committee’s mission is to make the Society more inclusive and welcoming by:

  • Reaching out to industry professionals of diverse racial backgrounds, ethnicities and sexual orientations,
  • Helping diversify the industry by supporting minority candidates who aspire a career in public relations by offering support in the development of industry knowledge, relevant skills and a network of professional contacts,
  • Bringing multicultural understanding and expertise to public relations professionals in order to address the diverse audiences in the nation.

With an array of interactive events, social programs and blog posts for members to explore and join the conversation, PRSA does a commendable job in raising awareness and celebrating the diverse backgrounds in the industry.

But acknowledging and discussing diversity should not end at the conclusion of August. Many companies have taken advantage of the resources PRSA has offered this month by holding diversity-focused meetings, participating in Twitter chats and collaborating with other organizations; however, as public relations professionals, we need to continue the conversation.

If your company is lacking in diverse efforts, get approval from your company’s leadership and begin by defining what diversity means to them. Diversity has a different meaning to everyone, but at its core means recognizing and accepting all individuals. Once you have established a definition, develop a strong committee to start conversations and initiatives.

If your workplace is already committed to creating a diverse environment, make sure all employees are aware of this inclusive mindset. The only way employees will truly know if their company accepts diversity is by seeing it firsthand, so by including your company’s diversity initiatives into leadership trainings and professional development workshops, your company will operate in a more cohesive manner.

Accepting diversity makes us smarter, more well-rounded as well as allows us to become more innovative and creative. This way of thinking and living should carry with us for more than one month out of the year. Keep the conversation of diversity and inclusion going long after August ends, and continue to maintain a work environment that is filled with acceptance.

jordan-mitrikJordan Mitrik is an account executive at Jampole Communications and serves as blog coordinator for PRSA Pittsburgh. He is a recent Waynesburg University graduate where he studied public relations and marketing. Connect with Jordan: Twitter | LinkedIn | Website