Early in my leadership career, I felt torn.

One part of me saw the gaps, the missed communication, the tension building.

But another part of me said, “It’s not really my place.”

Even though I wanted to help, I didn’t know how. Or if I even should.

So I kept my head down. Focused on my lane. Waited for direction that didn’t come.

I was frustrated. Quietly resentful.

Then came a project I couldn’t ignore.

High stakes. Big audience. Tight timeline.

And my boss? Drowning in meetings. No time for me.

Something in me snapped, like a guitar string wound too tight.

I knew I had to flip the script.

I asked myself:

What decisions does he need right now?
What can I do to lighten the load?
What pressure is he under? 

I cleaned up the noise. Teed up options. Flagged risks early.

After late nights (and a few lucky breaks), the project crushed expectations.

Everything changed after that.

I became his go-to. Promotions followed.

I was trusted with stretch roles and invited into rooms I didn’t know existed.

All because I stopped saying, “It’s not my place, and started showing up like the teammate he needed.

That’s when I realized:

Managing up isn’t politics. It’s leadership.

That experience taught me something I wish I’d learned years earlier.

And the research backs it up.

Employees who manage up effectively report:

According to Harvard Business Review, employees who actively support their managers are more likely to be seen as high-potential talent.

Why?

Because when you support your manager’s success, you become a force multiplier
not just a task-doer.

You reduce their cognitive load.
You amplify their impact.
You signal strategic maturity.

And that kind of contribution? It doesn’t go unnoticed.

But here’s the catch:

How do you manage up without coming off as fake or pushy?

This is the framework I’ve personally used—and shared with team members—to build strong, trust-filled relationships with leaders.

It’s helped ambitious professionals deepen alignment, reduce friction, and move faster on what matters most.

And now, it’s yours.

🔸 S – Seek Alignment
“What’s your #1 priority this quarter? How can I help move it forward?”
The sooner you sync with their goals, the more your work drives real impact.

🔸 T – Take Initiative
“I noticed this issue. Here’s a fix…good to go?”
Don’t wait to be told. Solve problems before they become blockers.

🔸 E – Express Clearly
“We’re on track. One risk to flag. I’ll keep you posted.”
Make it easy for them to absorb what’s working and where they need to step in.

🔸 P – Provide Solutions
“Two options here. A is faster. B is deeper. What do you think?”
When you bring answers, not just problems, you become someone they trust to think ahead.

🔸 U – Understand Their World
“Want me to handle that so you can focus on X?”
Empathy isn’t soft. It’s strategic. Know what they’re up against.

🔸 P – Practice Feedback Loops
“Anything I can improve or make easier for you?”
Closing the loop builds confidence and shows you’re invested in getting better.

Also, I wrote a LinkedIn post on Managing Your Boss that went viral. Here’s the cheat sheet PDF:

Looking back, the contrast between when I managed up and when I didn’t is sharp.

When I led with clarity, empathy, and initiative, I didn’t just earn trust. I earned opportunities.

Not because I was playing politics.
Because I was thinking like a leader.

When I didn’t?
It cost me.
And it cost my team.

So here’s my challenge to you:

Pick one letter from S.T.E.P. U.P.™ and put it into practice this week. Just one.

It might feel small.
But small builds trust.
And trust builds careers.

Managing up isn’t sucking up.
It’s serving up.
And when done well, it lifts everyone. Including you.

Until next time, here’s to leading up,
Justin