From HBR:
Emily, a product manager at a video gaming company, had recently been tapped to lead a new AI workgroup. Incorporating machine learning into their game development was a major strategic direction for the firm and she felt honoured to spearhead such a crucial initiative. But colleagues from other departments were slow to respond to her emails, often missing meetings or deprioritizing AI-related tasks. She told me, “My boss keeps saying to give it time. That new projects take a while to gain traction.” When Emily did manage to gather her stakeholders, she sensed a lack of urgency and buy-in. “They see this workgroup as just another burden,” Emily said. “I know we’d move faster if there was more visible support from my boss and the rest of the leadership team.”
Maybe you’ve been in Emily’s shoes, wishing your manager would advocate for you, whether through the public endorsement of an idea, introductions to key stakeholders, publicizing team achievements, or positioning you as a subject matter expert. Your leader’s support can lend credibility, open doors, and rally resources in a way that’s hard to do on your own — but it’s often up to you to ask for it.
In an ideal world, higher-ups would instinctively and unquestioningly champion your efforts. But the truth is, your supervisor is busy juggling multiple priorities and your project may have slipped their mind. If they’re new to their role, they might be hesitant to throw their weight around. In some cases, your boss may intentionally wait and see how you go about getting buy-in on your own. Most of the time though, leaders simply don’t recognize when their advocacy is needed, how impactful it can be, or the obstacles you’re facing.
Regardless of the reason, waiting for support to magically materialize is a surefire way to aggravate yourself and potentially derail your project. So, how do you manage up and ask for the help you need? Here’s how to convince those above you to champion your cause.
Your boss, like everyone, is tuned into their personal “radio station,” WII-FM (what’s in it for me?). To gain their support, you need to broadcast on their frequency. In other words, connect your ask to how it not only meets your needs, but also aligns with their priorities.
Emily knew from past one-on-ones that her manager was concerned about efficiency and his own workload. So, she highlighted how increased visibility for the AI workgroup could speed up project timelines by reducing back-and-forth communication and limit the number of meetings he’d need to attend.
Don’t leave it to your leader to figure out how to support you. Instead, come prepared with concrete suggestions. Identify specific stakeholders, meetings, presentations, or company communications where your boss could advocate for your work. They’re more likely to say “yes” because you’ve done the thinking for them — and it also shows your understanding of the organization’s politics.
When Emily approached her manager, she pitched an idea: “What if you gave us a shoutout in the next all-hands meeting or in the company newsletter? I believe a mention from you would really highlight the importance of our work — especially since AI is a key focus area now — and would solidify my role as the group’s leader.”
By providing your boss with ready-made language they can share, you remove barriers to action and control the narrative, ensuring that your efforts are presented in the way you want them to be. For example, you might give your manager:
Once a week or twice a month, send a brief, bulleted email to your boss highlighting your team’s achievements, challenges overcome, and upcoming milestones. By doing so, you’re handing them a neatly packaged “cheat sheet” of information they can use to impress their boss and peers. It’s a win-win: your manager appears on top of things — and your hard work gets the spotlight it deserves.
This simple routine also gets you into the habit of articulating and documenting your achievements which is a powerful way of boosting your confidence. Plus, come time for your performance review, you’ll have concrete examples at your fingertips and won’t have to scramble for data to make a case for resources or advancement.
The psychological principle of reciprocity says that when someone does something for us, we feel naturally inclined to return the favor. So, look for opportunities to highlight your boss’s leadership, priorities, strengths, and successes. By showing that you value and promote their work, you make it more likely they’ll do the same for you. This isn’t meant to be a quid pro quo, but rather about managing up in a supportive way that builds trust and goodwill.
Sincerity is key. Don’t force praise where it doesn’t fit naturally. Just be on the lookout for little moments to acknowledge your boss’s ideas and contributions. This could be as simple as sending a quick note to thank them for their guidance on how to deliver tough feedback to an employee or being an active participant when they’re leading a workshop.
Remember, your success at work goes beyond doing a great job. It relies on making sure your value is seen, understood, and appreciated. By taking the initiative to ask for and enable advocacy from your boss, you’re taking control of your professional narrative.
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