Managing your Manager in their role (Part 3)

Siraj Sirajuddin / Jun 8, 2023

How do you manage your manager in a Leading Scaling Agility Initiative? What is their role in Leading Scaling Agility? Are you both a team?

Managing managers that executives report to during leading scaling agility initiatives involves effective communication, alignment, and collaboration. Here are some approaches that executives can use to manage their managers effectively:


  1. Establish clear expectations: Ensure that there is a clear understanding of the executive's role in leading scaling agility initiatives and how it aligns with the organization's strategic goals. Seek clarification from the managers regarding their expectations, priorities, and desired outcomes. Establish a shared understanding of how the executive's work contributes to the success of the initiatives.

  2. Build a strong relationship: Foster a positive and collaborative relationship with the managers. Take the initiative to establish regular communication channels, such as one-on-one meetings or check-ins, to discuss progress, challenges, and updates. Invest time in building rapport, trust, and mutual respect. Demonstrate openness to their feedback and input, and actively listen to their perspectives.

  3. Communicate progress and impact: Keep the managers informed about the progress of the scaling agility initiatives and the impact they are having on the organization. Provide regular updates on key milestones, achievements, and challenges. Share success stories, data, and metrics that demonstrate the value and outcomes of the initiatives. Effective communication helps build confidence and alignment with the managers.

  4. Seek guidance and support: Proactively seek guidance and support from the managers when needed. Engage in open and honest conversations about challenges, roadblocks, and areas where additional support or resources are required. Be transparent about the executive's needs and seek assistance in overcoming obstacles. Managers can provide valuable insights, resources, and connections that can contribute to the success of the scaling agility initiatives.

  5. Collaboration and coordination: Collaborate with managers to ensure alignment and coordination across different functions and departments. Engage in cross-functional discussions and decision-making processes to ensure that the scaling agility initiatives are integrated into the overall organizational strategy. Seek opportunities to leverage synergies, share resources, and collaborate on joint initiatives that drive scaling agility throughout the organization.

  6. Influence and persuasion: Effectively communicate the benefits and value of scaling agility initiatives to managers. Use data, evidence, and business cases to support arguments and persuade them of the importance of embracing agile practices and methodologies. Highlight the potential impact on customer satisfaction, productivity, innovation, and competitive advantage. Engage in constructive dialogue to address any concerns or resistance they may have.

  7. Manage upward: Take a proactive approach to manage upwards by anticipating the needs and expectations of the managers. Keep them informed of any changes or adjustments to plans, timelines, or resource requirements. Be responsive to their inquiries, requests, and feedback. Seek their guidance on strategic decisions and involve them in key discussions and decision-making processes.

  8. Seek development opportunities: Proactively seek development opportunities that enhance leadership skills and knowledge in scaling agility. Attend relevant training programs, conferences, or workshops to stay updated on industry best practices and emerging trends. Share acquired knowledge and insights with managers, demonstrating a commitment to personal growth and the success of the scaling agility initiatives.

  9. Build a culture of trust and accountability: Foster a culture of trust and accountability within the team and organization. Demonstrate integrity, follow through on commitments, and hold yourself and others accountable for delivering results. By establishing a culture of trust, executives can build strong relationships with the managers and create an environment that supports the successful implementation of scaling agility initiatives.


In summary, managing managers that executives report to during leading scaling agility initiatives involves establishing clear expectations, building strong relationships, effective communication, seeking guidance and support, collaboration and coordination, influence and persuasion, managing upwards, seeking development opportunities, and building a culture of trust and accountability. By adopting these strategies, executives can effectively manage their managers and drive the success of scaling agility initiatives within the organization.

You already know this & we can help your executives and leaders lead your scaling agility challenge!

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Topics: Leadership, Agile, Agility, Enterprise Agility, Lean leadership, Agile Manifesto, Announcements, Breathing, Business Teams, Clean Slate, Coaching, Compelling Shared Vision, Consequences, Context, Courage, Cultural Advantages, Culture, Empathy, Engagement, Expectations, Experience, Experience Report, Growth, Influence, Influence Map, Influence Mapping, Lean, Learning, systems thinking, temenos, Creativity, Innovation, Continuous Improvement, temenos vision lab, Compelling Shared Vision lab, Clean Slate lab, Employee Archetypes, Community, Executives, Confusion, Leading, Implementation, DevOps, Agile Release Train, training, IT services, Business Agility, transformations, Lean Portfolio Management, Agile Transformation, transforming, LearningCulture

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