Make Your Boss Look Good - Part 2: What Does Your Boss See & Hear?

The Set-up (if you don't want to go back to part one of this series): Do you ever feel that your boss, your colleagues, your company, don't really value what you bring to the job? You work hard, you're smarter than most yet others seem to get promoted before you, get better projects or, what is for me the worst, get positive praise and accolades when their true performance and value to the organization is pretty weak.

Step 1: Discover what you boss values and how you align your values with them

On to Step 2...

What you will find quite often is that your values align fairly well with those of your manager. It's rare that some common ground cannot be found. If you are unable to find common values, I suspect it's because you don't want to or because your manager is a sadist - if the latter is in fact the case...RUN!

So let's assume that you have more in common with your manager, values-wise then you originally thought...problem solved? Not quite. there are several other things that you will want to consider before declaring victory and expecting to receive your long-overdue accolades. Even once YOU are on the same page with your manager, your manager may not see things in the same way as you. I'm not talking about in relation to your values, but on your manager's perceived value that you and your other teammates bring to the organization. Let me give you an example:

You and your manager highly value client service and doing what's best for the customer - you've got common ground. So when you are assigned to a team to implement a new IT system you are totally excited. You bring relevant experience to the team which also includes Kerry, the boss' pet. She on the other hand has no experience, makes a boneheaded comments every other times she opens her mouth. Your boss gives the team its directive and is then out of the picture until the mid-project check-in. You get to work - the team is on track with the project, no thanks to Kerry as you see it. When you have individual meetings with your manager, you let her know that the project is going well and look forward to presenting your progress during the mid-project check-in. When that point comes, your boss is pleased and praises the team to the client, highlighting the work that Kerry and others on the team have done. Kerry? You didn't even get mentioned by name - just an "other" on the team?

Your reaction - bump that...I will give you mine, since this has happened to me before..."Oh h*** no! I do all the work. Kerry sits in the room like a deaf mute. When she opens her mouth she actually reduces value. And she gets the credit? My manager and I definitely don't have anything in common. She is so oblivious."

Now there could be several explanations for your boss' statement, but I'm trying to make a point so I'm just going to get right to it. While Kerry might have been a babbling idiot during your meetings, she listened and shared meaningful updates with your boss between the initial project meeting and the follow-up meeting. You on the other hand, didn't live your manager robust updates - expecting that she would ask if she wanted to know something additional. Do you see what I am getting at?

1. your manager doesn't care who does the work as long as it's done

2. your manager is going to use their senses - what they see and what they hear -to determine what is fact. If your manager receives robust updates from Kerry, she is going to attribute value to Kerry. If your manager, sees positive body language from Kerry in a meeting, while you seem annoyed by something, she is going to attribute value to Kerry as a team player.

So my friend, Kerry is going to be Kerry. As much as she annoys you, you can't control what she says or does. But you can control your actions and words.

Let's start by controlling what comes out of your mouth:

• When you talk with your boss individually or in a group setting, every statement you make must be intended to help your manager do their job better (doesn't mean you always agree).
• Difficult or more divisive conversations are better left for private meetings.
• Even when you boss is not in the room, you should assume that there is a spy cam in the wall and she is watching. It's amazing how many people will drop dime on you in the office (some unintentionally). That's a whole conversation for another blog.

Action Step: For one day, commit to speaking in a positive manner. No bashing your boss to colleagues, no dismissing ideas until you have really tried to understand the other person's point of view. If you have a meeting with your manager that day, consider what update you might give her that is valuable to her success. If no meeting in scheduled, consider sending an update by e-mail. Also consider what updates you might give to peers to help them do their jobs' better. Can you do it?