Managing Up.
How to Build a Strong Relationship with Your New Leader
Starting a new role comes with a learning curve new systems, new expectations, and new relationships to build. One of the most important relationships you will establish early on is with your direct leader.
Yet, many professionals take a passive approach, waiting for direction rather than actively building that partnership.
Strong working relationships don’t happen by chance. They are intentionally built and when done well, they create clarity, trust, and long-term success for both you and your leader.
Here’s how to approach managing up in a way that is professional, thoughtful, and effective.
1. Start with Clarity: Understand What Success Looks Like
In your first few weeks, your goal is to gain clarity and settle in.
Take the initiative to ask:
What is the one area of focus I can develop early that would have the greatest impact on the team?
What are the top priorities right now?
What are the most common challenges you’ve seen in this role, and what can I do to proactively prepare for them?
This ensures you are aligned from the beginning and it demonstrates you’re serious about making an impact.
2. Learn Your Leader’s Communication Style
Every leader communicates differently. Some prefer quick updates, others want detailed context.
Observe and ask:
Do they prefer email, meetings, or quick check-ins?
How often do they like progress updates?
Do they want solutions, or do they prefer to collaborate on decisions?
Adapting to your leader’s style demonstrates emotional intelligence and professional awareness.
3. Establish a Consistent Check-In Rhythm
One of the most effective ways to build trust is through consistent communication.
If not already established, propose a recurring check-in (weekly or bi-weekly) to
Share updates on progress
Ask for guidance or clarity
Align on priorities
Surface risks early
Consistency builds reliability and reliability builds trust.
4. Bring Solutions, Not Just Problems
Challenges will come up. That’s normal.
What differentiates high-impact professionals is their ability to bring forward solutions alongside the challenge.
Instead of saying: “I’m not sure what to do here.”
Try: “Here’s the situation. I’ve considered these two approaches what are your thoughts?”
This shows ownership, initiative, and critical thinking.
5. Keep Your Leader Informed (Before They Need to Ask)
No leader likes to be surprised.
Strong professionals communicate proactively:
Share progress on key projects
Flag potential delays early
Highlight risks before they escalate
This creates confidence in your reliability and strengthens your professional credibility.
6. Schedule Time and ask for Feedback.
Feedback is not something to wait for at your annual review.
Early in your role, ask:
“What am I doing well so far?”
“Where can I improve or adjust?”
“Is there anything you’d like me to approach differently?”
This shows humility, openness, and a commitment to growth all traits strong leaders value.
7. Understand Their Pressures and Priorities
Your leader is accountable to their own leadership team and organizational goals.
Take time to understand:
What pressures or priorities are they managing?
How can your work support their success?
When you align your contributions to their objectives, you become a strategic partner not just an employee.
8. Build Trust Through Consistency
Trust is built in small, consistent actions:
Meeting deadlines
Following through on commitments
Communicating clearly
Owning your work
Being proactive
Over time, these actions create a foundation of credibility and dependability.
Final Thought
Managing up is not about control it’s about partnership.
When you take a proactive, thoughtful approach to building a strong relationship with your leader, you create:
Clearer expectations
Stronger communication
Greater visibility
More opportunities for growth
And ultimately, you set yourself up not just to succeed in your role but to thrive within your organization.
