In this episode of Leadership Limbo, Josh Hugo and John Clark continue their multi-part series on identity shifts in leadership. Building on last week’s focus on how stepping into management reshapes relationships, today’s conversation zeroes in on one of the most critical dynamics for any middle manager: your relationship with your own manager.
Josh and John explore what makes this relationship healthy and productive, starting with the foundation of trust and moving into practical elements like:
High Support + High Challenge: Creating a liberating environment through balanced accountability and encouragement.
Intentional Two-Way Communication: Ensuring not just that information is transmitted, but also truly received and understood.
Autonomy + Accountability: Striking the right balance between independence and responsibility to your boss.
Mutual Belief: Not just expecting your manager to believe in you, but actively showing belief in them.
Managing Up: Bringing forward the realities of your team so your manager has the visibility needed to lead effectively.
They also highlight common pitfalls that can derail this relationship—like unclear communication systems, falling into a “what have you done for me lately” mindset, or passively waiting to be developed—and offer strategies to avoid them.
The episode closes with practical reflection tools for listeners:
Conduct a two-way communication audit to identify and close gaps.
Apply the Red-Yellow-Green framework to your current projects to clarify decision-making authority and opportunities for growth in autonomy.
Several helpful resources were referenced in this episode. See the links below for more information:
Cory Scheer's book: Closing the Trust Gap.
Patrick Lencioni's book: The Advantage.
