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Dernière sortie
What Your Boss Actually Reads
You wrote the message twice. You sent it. Your boss replied with three bullet points that weren't quite what you said - generated by the AI summary tool half the executive team started using last quarter. By Wednesday, decisions were being made on a version of your recommendation you didn't write. If you've worked in any kind of corporate environment in the last few years, some version of this has happened to you.
Maybe with an AI summary tool. Maybe with a chief of staff who briefs your boss before every meeting. Maybe with a Slack thread that got reshared without you. The mechanism is different. The problem is the same. Your boss is no longer the only reader. Most books on managing up were written for a world that no longer exists. They assume the conversation is a conversation. They give you scripts for the meeting, the 1:1, the difficult-feedback moment - and the scripts are useful, but they are scripts for a play with two actors.
The play you are actually in has three or four or six, and at least one of them is software. This book is the manual for the play you are actually in. It is a practical guide for middle managers and senior individual contributors who need to get decisions, protection, and recognition from bosses they barely see, in workplaces where half of every upward message gets summarized, forwarded, or skimmed before the decision-maker reads it.
Organized around moves, not archetypes. Get a decision. Disagree without losing standing. Deliver bad news up. Ask for what you need. Repair a relationship that has quietly cooled. Recognize when it cannot be repaired. Twelve sections, each grounded in scenes from actual working lives, with scripts you can adapt and failure modes the existing literature does not name. Helena Vidakovic spent seventeen years as a middle manager before she wrote anything down.
She kept notes on what worked when she wrote to a boss she met in person twice in three years. The patterns she found, refined through hundreds of advisory conversations with mid-career managers across Europe, are the substance of this book. If you've ever written a careful message to your boss and watched it land as something you didn't write - start here.
Maybe with an AI summary tool. Maybe with a chief of staff who briefs your boss before every meeting. Maybe with a Slack thread that got reshared without you. The mechanism is different. The problem is the same. Your boss is no longer the only reader. Most books on managing up were written for a world that no longer exists. They assume the conversation is a conversation. They give you scripts for the meeting, the 1:1, the difficult-feedback moment - and the scripts are useful, but they are scripts for a play with two actors.
The play you are actually in has three or four or six, and at least one of them is software. This book is the manual for the play you are actually in. It is a practical guide for middle managers and senior individual contributors who need to get decisions, protection, and recognition from bosses they barely see, in workplaces where half of every upward message gets summarized, forwarded, or skimmed before the decision-maker reads it.
Organized around moves, not archetypes. Get a decision. Disagree without losing standing. Deliver bad news up. Ask for what you need. Repair a relationship that has quietly cooled. Recognize when it cannot be repaired. Twelve sections, each grounded in scenes from actual working lives, with scripts you can adapt and failure modes the existing literature does not name. Helena Vidakovic spent seventeen years as a middle manager before she wrote anything down.
She kept notes on what worked when she wrote to a boss she met in person twice in three years. The patterns she found, refined through hundreds of advisory conversations with mid-career managers across Europe, are the substance of this book. If you've ever written a careful message to your boss and watched it land as something you didn't write - start here.
