Understand the manager’s responsibilities and agree on what success means for both the individual and the team.
What to look for
- 01
Ask which outcomes your manager is responsible for.
- 02
Make requests with enough context for a useful decision.
- 03
Revisit expectations as priorities change.
Keep in mind
A multi-contributor collection contains different preferences. Better communication cannot by itself repair abusive behavior or remove a structural power imbalance.
Try this next
Ask your manager to name the most important outcome for the team this period. Compare it with your own priorities and resolve one mismatch.
Get the people management templateNotes and exercises by Awesome CTO. The original work belongs to First Round Review and contributing leaders.
