Last Saturday, I was jazzed to bring together the alumni of “Cracking the C-Suite” – the course I teach bi-annually with Ethan Evans. It’s a great way to reconnect with past colleagues and meet new ones. As always, we discussed real case studies together.
One of the community members asked: “My VP (boss) is more interested in advancing his own career than engaging with the team (of which I am a part). They focus mainly on managing up, and all the optics that go with that. What inroads are there for me to shift the situation?”
LOVE THIS QUESTION, especially because I hear it a lot. Many of us have had a boss (or 2) who is more focused on empire-building than seemingly on team engagement. The irony: It’s easier to scale if you bring your team along.
So here are some things to consider shifting, actions you can control:
One, the best way to deal with a boss who is focused on themselves too much is to MODEL the opposite with YOUR team and tell your boss all about it. Team engagement has many flavors. These are three musts:
- Have bi-weekly 1-1s and don’t cancel them.
- Have weekly team meetings, and if you can’t attend, rotate the facilitation.
- If your company is Hybrid, ask your team members to come in 2-3 days a week, with one day being the anchor day when all come in; ensure meetings are IRL, not filled with Zoom. If your company is remote, ask your team members to fly in once a quarter for 2 days; again, no Zoom.
Two, suggest to your boss that you(!) – or one of your peers – take on the role of “team culture ambassador.” This way, you(!) can model what you’re doing with your team to apply with your peers.
Three, work with your boss’s admin to ensure your 1-1s don’t get canceled; use this opportunity to address the most relevant business topics and pending decisions. Get their take after you give yours. And save 5-10 minutes to address culture/engagement. Tell them how well your team is engaged and WHY this contributes to better overall performance. Give examples! Since 1-1s can sometimes be scant, I suggest sending your boss an email called “Highlights/Learnings” once a week on a Friday or Sunday, with biz topics you need feedback on AND culture updates.
Four, model healthy career development. BALANCE what’s best for you and what’s best for the company. This is what your boss isn’t emulating, and a chance for you to do so. Add this to the HIGHLIGHTS email.
Curious: How have you dealt with a boss who is more interested in their own advancement than team engagement?
