Cathy Liska In addition to coaching skills – specifically people and communication skills including powerful coaching questions – being a powerful tool when speaking with employees or direct reports, these skills are also a fabulous tool when managing up. 
Imagine speaking to the person you report to when tasked with too much work:
- Currently I am tasked with … (insert list here). Please help me prioritize my work to ensure I am meeting your expectations. What options do I have?
- How do I prioritize my work to ensure a more consistent work/life balance?
- What can I delegate?
In addition to coaching questions being helpful, the clear and direct coaching language is also a great tool. Imagine speaking to the person you report to about someone on your team is failing to meet expectations:
- A member of my team is under-performing. I have presented them with the facts and indicated they are at risk. I want your support.
On a positive note, consider the use of clear, direct coaching language and coaching questions for gaining the support of the person you report to when you want to advance your career:
- I am interested in being successful here and I believe that includes supporting the success of others as well as getting feedback on my performance and opportunities.
- What do you think I do well?
- What do you want me to do differently?
- How can I best support your success here?
- What opportunities do you recommend I seek?
- I am interested in the {insert here} position. What are your thoughts on that?
- What do you recommend I do to move forward?
In these examples, the coaching language taught in coach training for clearly and succinctly communicating supports respectfully stating what is wanted. When combined with powerful coaching questions, the door is opened for both input and support.
