The Leadership Crisis No One Talks About

In today’s organizations, leadership models that once worked are showing their limits. Traditional top-down leadership assumes that strategic clarity flows from executives to managers, then to teams. But in reality, alignment fractures quickly: middle managers struggle to prioritize, employees burn out under unclear demands, and leaders are left wondering why execution lags even when the strategy looks sound on paper.

Meanwhile, employees are voting with their feet. In 2023, over 5.4 million new businesses were launched in the United States—a clear signal that people are seeking autonomy, recognition, and purpose outside corporate walls. For leaders, this is not just a workforce statistic; it is a warning. If employees can’t find empowerment inside your organization, they will create it elsewhere.

The solution is not simply better communication from the top. It is a shift in the very way we define leadership: from one-directional command to two-directional alignment. This is the promise of upward management.

What Is Upward Management?

Upward management is often misunderstood. It is not insubordination, manipulation, or reversing the chain of command. Instead, it is a strategic skill set:

• Employees take ownership of aligning their work with organizational priorities.

• They actively manage their relationship with their boss—sharing insights, clarifying expectations, and influencing decisions.

• Leaders, in turn, create an environment where speaking up is safe, valued, and tied to results.

In short: upward management is the practice of being the CEO of your own career while contributing to the enterprise as a whole.

Research supports this shift. A McKinsey study found that managing up is 50% more critical for business success than managing subordinates—and twice as important for individual career growth. Yet most organizations train leaders to manage down, not up.

Why Upward Management Matters More Than Ever

From my work with executives and teams across sectors, five benefits stand out when upward management becomes cultural, not just individual:

1. Retention Through Empowerment
   Employees who feel heard and valued are less likely to leave. Autonomy and recognition fuel engagement, and organizations that embed upward management see stronger loyalty in competitive markets.

2. Innovation Through Communication
   When employees are encouraged to speak up and influence up, they surface ground-truth insights leaders would otherwise miss. This creates fertile ground for innovation and problem-solving.

3. A Stronger Leadership Pipeline
   Upward management trains employees in communication, strategic thinking, and accountability—skills that prepare them to be future leaders.

4. Better Organizational Alignment
   Leaders get real-time feedback on what’s working and what’s not. This reduces misaligned work and ensures that execution reflects actual priorities.

5. Increased Productivity
   Employees who own their roles are more motivated, efficient, and proactive. They don’t wait for direction; they create clarity with their leaders.

From Theory to Practice: Six Ways to Manage Up Effectively

In The Art of Managing Up, I outline a practical framework for individuals and organizations to master this skill. Here are six strategies leaders can implement immediately:

1. Assess Where You Stand

Self-awareness is the foundation. Use assessments to identify your strengths and blind spots in managing up. At N-BAC, we use a proprietary Managing Up Assessment to measure five core dimensions—from communication to alignment.

2. Adopt the “Win-Win” Mindset

Managing up isn’t about self-promotion or appeasement. It’s about recognizing that when your boss succeeds, you succeed—and the organization succeeds. This reframing reduces defensiveness and builds trust.

3. Learn Your Manager’s Priorities

You cannot manage up effectively if you don’t know what matters most to your boss. Ask explicitly: What are the top three outcomes you need this quarter? Then connect your work directly to those outcomes.

4. Master High-Impact Communication

Don’t wait to be asked for updates. Be proactive, concise, and solutions-oriented. As I often tell leaders: If you’ve waited for your boss to ask for an update, you’re already behind.

5. Practice Perspective-Taking

When disagreements arise, don’t assume your boss is wrong. Instead, pause and ask: What pressures, goals, or information might be shaping their decision? This shift from judgment to curiosity is a hallmark of emotionally intelligent leadership.

6. Invest in Your Own Growth

Seek feedback regularly and act on it. Ask for stretch assignments. Demonstrate that you are not just executing tasks—you are actively developing as a leader who contributes beyond your role.

The Organizational Payoff: Building a Culture of Upward Management

When individuals practice these skills, they elevate their own careers. But the real breakthrough comes when organizations institutionalize upward management.

That means:

• Training leaders to invite feedback rather than fear it.

• Redesigning performance conversations to include upward alignment, not just downward accountability.

• Rewarding employees not only for hitting targets but for how effectively they contribute to strategic clarity.

Imagine a culture where every employee operates like a CEO: proactive, strategically aligned, and invested in outcomes. Misalignment shrinks, innovation rises, and leaders no longer feel they carry the burden of clarity alone.

The Courage to Lead Differently

Here’s the hard truth: many leaders resist upward management because it feels threatening. They equate authority with control. But in today’s world, authority without alignment is fragile.

The leaders who thrive will be those who redefine authority as creating clarity with and through others.

Upward management is not optional anymore. It is a business imperative.

Conclusion: The Future of Leadership Is Upward

Leadership is no longer about command and control. It is about clarity, alignment, and co-ownership of results. Upward management delivers all three.

Organizations that embrace it will retain talent, accelerate execution, and build leaders at every level. Those that ignore it will watch their best people walk out the door—often to start companies of their own.

The question is not whether upward management is coming. The question is: Are you ready to lead the change?

At N-BAC, we help organizations institutionalize upward management through assessments, training, and coaching. Explore The Art of Managing Up™ programs to align your leaders and future-proof your organization.

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