Without Management Management, you have no control over the most important influence on your career; your boss. They write your reviews, set your pay, assign you work, decide your moves and leave. Without Management Management you are at the whim of that person. Think about that. It is seldom an attractive prospect (and you are very lucky if it is attractive).

The process of Management Management involves three strategic goals: look after yourself, look after your boss, and look after the organisation.

Look after yourself

In my work, I found many who had no awareness of their own situation and no plan or actions to protect and develop their career. Work is work: your first priority is to yourself and your family or other dependents. There has been any number of books and articles about putting yourself first, about work/life balance, about working to live not living to work. This is not the place to re-visit all that, but in the context of Management Management the main reasons we manage our manager are to protect that work/life balance and to nurture our career.

In order to look after yourself, the first step is to understand your boss: their KPIs (what is it they are measured on and answerable for?), what drives them (why do they come to work?), what turns them on (in a work context, of course). Also understand the context within which they operate: what the business is doing, what it wants, where they fit, what threats there are to you and to them. Develop some "corporate situational awareness":

What are the strategies of your organisation, both the official ones and the real ones what changes are coming, or are likely to be coming who is really in power, locally and at the top who are in the inner circles Second step is to make sure you are seen - don’t hide your light.

Technical people are appallingly bad at this, at least in the cultures I know. Don’t expect the formal processes to automatically generate recognition for you. Don’t expect your boss to do research to learn how clever and useful (and profitable) you are. When you do something good, tell someone. Tell everyone. Practice doing this humbly, discretely, but practice making sure people know. Especially your boss.

Third step is to let your boss know what you need. Don’t expect them to guess or find out (or care). If you can frame a deal, all the better: find a win-win, something in it for you and your boss. If you need something and there is no quid pro quo for your boss or the organisation, it will hardly be a high priority. Make it explicit (don’t leave things implied, don’t be circumspect) and remind them occasionally (without being annoying).

Once you have practices in place to be aware of your environment – especially your boss, to make others aware of you, and to communicate your needs to your boss, then you are ready to work toward the second goal…

Look after your boss

Give them what they want. You might have your own ideas about what is important and what the priorities should be, but consider who is paying you and what they are paying you for. If they are paying you to set the priorities then you probably don’t need this article. If setting priorities is in your job description, good for you. If it isn’t, better you work to your boss’s priorities not yours.

When it comes to review time and pay-setting time and promotion time, the person who gave most to the boss will be the one at the front of your boss’s mind. There are three ways to deliver to them: help deliver their KPIs, take away (or prevent) some pain, or make them look good.

If you have worked on the first goal well, you will know what your boss needs to deliver to their boss. If their number one KPI is to get a certain project in by end of year, or to cut costs by 10%, and you serve that up to them, it will never be forgotten.

A related deliverable is to realise what bugs them and make it better. Don’t make the mistake of thinking this is just as good as delivering on a KPI – it isn’t. But pulling a thorn will win points.