Here’s how it works:

• Every question is coupled with a spectrum on which you can plot your manager.
• If your manager indexes heavily towards one end of a spectrum, consider giving the suggested tactics a try.
• If your manager falls in the middle of the spectrum, move on to the next one (you’ll probably find more impactful tactics elsewhere).

Depending on your relationship and level of comfort with your manager, you could also do this exercise together to start a conversation and make some agreements about how to best work together.

Why does your manager manage?

Develop people: Managers motivated by developing people want you to do the best work of your career. They regularly check in on how you are doing and care a great deal about team and company culture, and your role in it. They’re your personal cheerleader.

Deliver outcomes: **Managers motivated by delivering outcomes want you to drive excellent work to completion. They regularly check in on the status of your projects and care a great deal about the quality, progress, and outcomes of the work, and your role in it. They’re your personal work catalyst.

If your manager indexes high towards ‘develop people’:

• Clarify your career aspirations and/or ask for help creating a plan (some teams call these Talent Plans).
• Show up for the team (work at your desk, greet your team in Slack, engage during meetings, attend outside work events or plan them).
• Recognize other team members for their work.
• Invest in the personal relationship as much as you can.

If your manager indexes high towards ‘deliver outcomes’:

• Above all else, get the work done.
• Ensure your outcomes are measurable and measure progress/impact with it.
• Provide regular and consistent progress updates.
• Describe blockers with clear context and a plan for movement (and ask for help when you need it).
• Share ideas for how you could make those outcomes even better, faster, or more impactful.

Note: positivity and optimism are helpful across the board.