100 Ways To Influence Your Boss: (Or How To Win Promotion at Work)

100 Ways
to Influence
Your Boss
( or How to win promotion at
work )
by Brian McGregor
Copyright © 2001 Brian McGregor. All rights reserved.
No part of this publication may be reproduced or transmitted in any form or by any means, electronic or mechanical, including
photocopying, recording or by any information storage or retrieval system, without permission of Brian McGregor. Violations of this
copyright will be enforced to the fullest extent of the law
100 Ways to Influence Your Boss

A Message from Brian McGregor
Why do we Work?
For most people, working for a living is a means to an end. That end is money. Of
course we all need job satisfaction, intellectual reward and the rest. But the vast majority
of people who work on this planet, do it for the money.
At the lowest common denominator, the money we earn from working enables us to
survive. To eat, drink, be clothed and housed and, in many cases, to enable us to provide
these basics for other people for whom we have responsibility. As work earnings
increase, of course, we can rapidly add to the basics - bigger house, cars, holidays, TVs,
videos, furniture, eating out, etc etc etc.
Job for Life?
What many of us are beginning to realise is that our employment is increasingly under
threat. In today's world, there is no such thing as a job for life. Who doesn't have a
friend or relation who has lost their job? This is a world-wide phenomena.
Unemployment is at a record high in many countries. Even in strong economies,
unemployment is still a constant.
Stick Together?
There's no point in binding together with your workmates anymore – trade unions and
associations are of little help in job security today. Strength in numbers is an obsolete
proposition. Forget the “them and us” of days gone by. Ignore the “managers and
workers” syndrome. The working world has changed dramatically, and it calls for you to
take dramatic actions.
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In today's job market the rivalry is between you and me. That’s right, we’re in
competition with each other. Let me prove it to you. If you are one of two people
working side by side, and one has to go, would you volunteer? No? Neither would I!
And that’s the change. From now on it's personal, and it's competitive!
If you need the job you have and you want to make sure you keep it then you’d better
start doing something about it.
Job Promotion for YOU?

Have you been promoted in the last two to three years? You really should have been. To
improve your own standard of living and to secure yourself within the organization, you
must try and get promoted. And then do it again. Putting it harshly - if at work you’re not
growing, you’re dying.
So, you need to progress and win promotion into a better job, and you should be working
at that right now.
How Do You Win Promotion?

This is the very essence of the book. The person who has most day-to-day control over
your work life is your immediate manager. This person effectively has your future in
their hands. So you need to start convincing them that you are special. And you need to
do it soon!
You can start taking some actions today to begin influencing your boss. The book will
show you how. This is one battle you owe it to yourself to win. Good luck, and go for it.
Brian McGregor
March 2001
3
Contents
• What are Your Options?
• The Way Ahead for YOU
The 100 Ways to Influence Your Boss
Index of the 100 Ways

Promote Yourself
Be Unusual, Be Noticed
Self-development for Free
Reach for the Stars
Give the Employer Something
Muscle in to Move on
Details of the 100 Ways

Promote Yourself
Reach for the Stars
And finally…
About the author
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What are Your Options?
The First Option
For most people in employment, there are realistically two choices in the way they
conduct themselves at work. The first is to keep the old head down. They feel they’re
better off conforming, and not rocking the boat. Whatever their state of unhappiness or
dissatisfaction with their lot at work, their logic is that things might get worse if they
mention anything, or try to do something about it. Their attitude is not to disturb
anything - problems will just go away by themselves, and opportunities will miraculously
appear.
This option is for fatalists who believe "what will be will be". This is for people who
think that it doesn’t matter how they perform at work, their fate is in the hands of “the
company”. And they can’t do anything to influence this.
The sad truth about the workplace today is that many employees probably feel like this.
The Second Option
But there is a second option! And, the book is all about this second option. Don’t accept
that you can’t influence your future - you can. Every single one of us can. Furthermore,
if you are employed, you owe it to yourself to grab the second option.
First of all, let’s see if we can agree on one point. In most jobs, a single individual
controls 90% of the work environment and opportunities of an employee. That
individual is the immediate manager – in other words, your boss. Your boss’s view and
reaction to you effectively decides how you are treated by your colleagues and your
company. They also determine to a significant degree how well you progress within the
organization. In effect, they control your working prospects both now and in the future.
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If that is the case, and you agree this person has considerable power over you at work,
doesn’t it make sense to try and influence their opinion and perception of you, and of
your capabilities?
If you haven’t said yes to this, then you may have just proven to yourself that you are a
first option animal. First option animals better not read any further, because you will
only upset yourself with all the actions that are going to be suggested – which you are
going to ignore.
If you’re still with me, YOU are the type of person who wants to make things happen.
You want to grab back some control over your working existence. You want to take the
actions which will help persuade the powers that be that you have more to offer. That it
is in their interests and to their benefit to provide you with opportunities at work.
The Way Ahead for YOU

The Rules to Follow
In reality only the second option provides you with the future you seek Here are the
simple rules which underpin the second option:
• Be positive
• Be different
• Get noticed
• Have confidence in your abilities
• Seek out and develop networks of contacts
• Don’t just follow the crowd
• Take responsibility for yourself
By following these principles not only is your job more secure, you also have a far higher
chance of getting promotion and earning more money.
Your Ammunition
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This book gives you all the ammunition you need to influence your boss. You now know
how vital this is, because everything follows from influencing that person. By
succeeding here, you will achieve several benefits.
• Your own job will be more secure,

• You will be given promotion opportunities quicker than before,
• Your positive reputation will cascade through your company,
• Other departments will want to employ you,
• Other companies will want to employ you.
Moving Up
All the ideas put forward in the book are aimed at showing your boss that YOU are a
member of staff to be valued. By implementing only a few of these suggestions you
will significantly improve your personal standing. Your strategy will also continually
confirm to your boss how keen and ambitious you are. When they are looking for
candidates who can take on new challenges, who have demonstrated belief in the
organization and who are of promotion material - your name will be high up the list
and at the forefront of their thinking.
Be Secure
The second effect of your strategy will make your job more secure. So, when the
really tough decisions come around and managers discuss who they have to let go,
you will be way down on that list.
Build Credibility
A side-effect of many of the suggestions in the book is that your name will become
much more widely known within your organization. Building up your reputation in
this way serves two purposes. First, by impressing your own boss, you are far better
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placed when opportunities come round within your own sphere of the work
environment. Also, as evidence of your credibility filters through to other people in
the company, you will find that managers in different departments will begin to
express an interest in you. After all, you are the individual who is proving by actions
that they are capable of more opportunity.
Be Selective
But a word of warning. Don't follow ALL of the suggestions in this book! Be
selective. Your objective is to influence your manager, not annoy him or her. You're
looking to enhance employment security and promotion opportunities due to positive
contributions, not to get sacked for being a nuisance! There are more than enough
ideas in the book.
You need to plan your campaign carefully. Most employees spend 100% of their
time at work in fulfilling the functions and processes for which they are employed.
To create and undertake your strategy of influencing your boss requires you to take
some time out for yourself. Spend that time in deciding which of the suggestions and
ideas in the book are most relevant to you, and suitable for your manager and your
organization.
Go one step at a time! You don’t need to go mad with this campaign. Just by
selecting and implementing one of the suggestions, you’ll probably be doing more
than any other employee in your organization to influence your boss.
Who is Your Manager?
You will also need to use individual recommendations in the list with care, and
sometimes with discretion. Your immediate manager may not always be the most
appropriate person to attempt to influence. You have to be the judge of who is the
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best target in your company for the results of your new found enthusiasm and
initiative. Where it is suggested that you take findings or information to your boss,
you have to assess whether he or she can be expected to be helpful, co-operative and
responsible. If your manager is the opposite of all these things, in other words they
are likely to be unhelpful, unco-operative and irresponsible, you need to cultivate
other contacts.
Your immediate boss may also cheat you. He or she may represent your idea as their
own, and take all the credit that goes with it. You have to judge the most effective
way to pitch the ideas in your organization. You may selectively take an idea or
proposal to a different manager, or it could be a useful tactic to copy ideas to
influential managers or directors. But beware, if you go over the head of your
immediate boss - there could be repercussions. There’s no point in trying to beat the
politics at your place. The best you can do is recognize they exist, understand how
they operate, and take advantage of them. Put another way, use your head before you
use a suggestion from the list.
Be Brave
Don't be afraid to knock on doors. Many managers have lost touch with the day to
day working life of their staff and their environment. They have their own agenda,
their own business circle and their own pressures. Looking down on the individuals
who make up their part of the empire is not usually allocated too much time. They're
longing for honest conversations with people like you. People who can do some of
their thinking for them and help them to develop their part of the company, and make
them look good! In summary, help your manager to be successful and you’ll help
yourself to become indispensable and more marketable.
So, knock on the door and go in. You should get a welcome reception. After all
you're giving constructive and helpful ideas. It's very effective and it's GOOD FOR
YOU!
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The 100 Ways now follow. First you will find an index, showing a short title for each
of the 100 Ways. The next section describes each of the 100 Ways in detail. This is
where you will find the ammunition to create your own campaign to influence your
boss.
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Allow me to repeat the word of warning given earlier! Do be selective. Read all 100
Ways and identify which of them are appropriate for you at this moment in time, in
your organization, with your management hierarchy. Not every Way will be relevant
or even desirable for you in your present circumstances. So, don’t rush in firing on
too many fronts. But, make sure you DO something. Select one Way today, and go
for it!
Index
Promote Yourself (Ways 1 – 18)
1 Offer to arrange social events, sports competitions for moral and team building
2 Cut some relevant articles out of newspapers or magazines
3 Subscribe to and bring in to the office appropriate publications
4 Ask for Customer Services training
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5 Pioneer a Departmental library
6 Visit other Departments in the organization
7 Learn about a new IT issue and produce synopsis
8 Become an "expert" in a topical area
9 Seek to improve office layout
10 Suggest change in office equipment that would be more effective
11 Suggest steps that will improve internal customer service
12 Identify company and management inconsistencies
13 Suggest tangible ways in which your unit can add value
14 Inform your Manager of any internal problems you know are about to break
15 Suggest ways of getting your company or your people in the news
16 Ask if you can conduct a survey of memo and e-mail traffic
17 Suggest a review of any telephone dialling restrictions
18 Offer to manage the induction process for new starters in the Department
Be Unusual, Be Noticed (Ways 19 – 36)
1 Arrange for special activities to raise funds at work for a charity

2 Suggest you offer your boss as a speaker at relevant business events
3 Suggest a review of your company’s ecological position
4 Suggest a stress control initiative
5 Suggest team building training
6 Re-decorate the office to improve staff performance
7 Identify staff in other Departments who will strengthen your unit
8 Suggest an outsider comes into the office and observes
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9 Help your manager to get promoted
10 Identify talented people in your own Department
11 Suggest a recognition system for staff who are not in direct sales
12 When in a meeting with your boss, say "I'll take care of it"
13 Whenever you have it, always bring bad news to your Manager quickly
14 Suggest your boss replaces his rectangular conference table with a round table
15 Ask your boss to leave his or her door open
16 Recommend that your boss doesn't take phone calls in meetings
17 Suggest your boss holds meetings where everybody stands up
18 Propose interchanging of staff
Self-development for Free (Ways 37 – 53)
1 Suggest a first aid initiative

2 Offer to organise an unofficial customer satisfaction survey
3 Suggest your boss proposes your company joins local trade associations
4 Ask to be sponsored by the company on business related education
5 Ask to clarify what is expected from you in your role
6 Ask if you can shadow a senior member of staff
7 Ask for telephone training
8 Ask for meetings training
9 Ask for presentation skills training
10 Ask for computer skills training
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11 Identify how new technology could be used now to change a current practice
12 Ask to join a business association
13 Get senior member of staff from another Department to speak at your team
meeting
14 Ask if you can attend a relevant business conference
15 Ask if you can attend a relevant business exhibition
16 Ask for training in handling customer complaints
17 Subscribe to an appropriate business publication
Reach for the Stars (Ways 54 – 62)
1 Volunteer to become involved in company projects

2 Ask if you can be mentored by a senior manager/director
3 Suggest a relevant project within the Department
4 Suggest a suggestion scheme, but deliver it as an ideas session
5 Already got a suggestion box scheme? Refresh it by converting it into ideas
meetings
6 Make more of your personal contacts
7 Ask for more responsibility
8 Propose brain storming sessions
9 Offer to conduct a survey on the perception of others about your manager and
staff
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Give the Employer Something (Ways 63 – 82)
1 Suggest the updating and tidying up of the company’s reception area

2 Tidy up the communal stationery system and storage
3 For Managers running a budget or profit center, suggest ways of saving money
4 Offer to keep the Notice Board tidy and up to date
5 Suggest quality improvement initiatives
6 Find and suggest ways to streamline systems and processes
7 Propose improvements to the company's appraisal system
8 Review the company’s marketing literature
9 Provide competitive intelligence and information
10 Update, renovate, refresh, modernise filing system
11 Look for physical security weaknesses and suggest improvements
12 Look for computer system security weaknesses and report on them
13 Identify weak links in processes
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14 Identify bottlenecks, and suggest ways to overcome
15 Identify where you believe money is being wasted
16 Suggest ideas for marketing the company and its products or services
17 Identify any obsolete processes
18 Pass on observations about competitors
19 Identify any reports or documentation which are unnecessary
20 Suggest the creation of efficiency improvement teams
Muscle in to Move on (Ways 83 – 100)
1 Propose a health & safety at work initiative

2 Produce an outline of the latest management fad
3 Provide feedback on non-performing or disruptive colleague
4 Propose that you train other staff members
5 Combat staff Cynicism
6 Offer to help your manager
7 Suggest how your Manager can better communicate with his/her staff
8 Suggest new ways in which your Manager can appear in a more positive light
9 Suggest areas your Manager can delegate
10 Suggest your boss regularly starts new initiatives
11 Suggest your Manager intervenes in a negative customer situation
12 Identify any outsource activity which is being performed in a sub-standard way
13 Review sign-off limits
14 Ask if you can review the regular meetings schedule
15 Suggest that every Manager and Director meets at least one customer each month
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16 Suggest new structure for your Department
17 Suggest you sit in on appropriate interviews
18 Show how to save money on consultants

Promote Yourself
One of the simplest way to influence your boss is to create opportunities in which you
can demonstrate your organizational capabilities. That’s not to say you have to work
harder or longer. Indeed, quite the reverse is possible. You can have the desired
impact by just having and promoting a new idea - you may not even need to
implement it!
1 Offer to arrange social events, sports competitions for moral and team building
The ability to work with other people is a key component in many working
environments. There are very few occupations where an individual has no reliance
on or contact with other members of staff. In consultancy speak, everyone is
everyone’s customer. In this definition, customers are not just those people at the
very end of the line who physically purchase or consume what it is your organization
produces. Transactions will be taking place between employees at every point in the
process which turns an original order into a supplied product or service. The fact that
these are internal transactions should not reduce their importance – although you
might wonder if that is the case.
You will no doubt have seen posters adorning the walls of businesses of all types
proclaiming “the customer is king”. The picture used to amplify the point is usually a
handsome lion. The unfortunate aspect of such posters is that they give the
impression that the customer is someone “out there” – in other words, a buyer of
what we produce.
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These posters may entirely miss the point that you are a customer of your colleagues
at work, and they are a customer of yours.
If your organization uses such posters, it is probable that the prevailing culture is that
customers are people who are external to the company. It is likely, therefore, that
work colleagues are not treated as customers and the concepts of team working will
be under-developed or neglected.
This scenario provides you with a smart opportunity to show your initiative and to
demonstrate your own value to your manager.
Just embarking on this simple project will differentiate you instantly from your
colleagues, and will have your boss realising what a gem they have in you.
Take it upon yourself to find out what local options exist for socialising or sports.
The quickest way to collect this information is probably via your local library, where
it is likely that details on such local facilities have already been collated into a helpful
pamphlet. The library is also a source for your Council’s Year Book or Guide,
usually produced for potential visitors, but equally valuable for you and your project.
Alternatively, most Councils will have a Tourist Information Centre or Department,
and they will also be keen to help. They can probably supply all the information you
need, whether or not they are council owned or commercial enterprises. Remember,
you’re not attempting to produce the bible of social offerings, just enough options to
show you have undertaken some “research”. If you need more information than that
obtained via the library or your local Council, look in Yellow Pages or your Thomson
Area Guide.
Create a one page proposal showing the options available. Use Team Building as the
theme of your summary. Take this to your manager and suggest that you organise
something appropriate. The company may care to fund the event. It could become a
regular feature in the calendar.
Never forget your objective, however. This one session with your boss where you
float the proposal is your target. Whilst it might indeed be pleasurable to organise
and participate in social or sporting events, your task is to gain the credit for the idea,
and the recognition for your initiative.
If your idea is accepted, and the events do indeed go ahead, just watch how keen your
manager will be to associate him or herself with the success. The best way to ensure
that people who you feel are important to your future are aware that it is all your idea
is to take become the organizer. What are you demonstrating here? Well, your
recognition of the importance of team work, your creativity in generating the
environment for team building to flourish and your organizational capabilities. Why,
any manager would be proud to have you as a member of their team.
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A slight word of warning – not every organization will feel this is effective use of
your time. Be aware that it may not be appreciated if you appear to have spare time
to organise social or sporting activities.
2 Cut some relevant articles out of newspapers or magazines
Management can sometimes be a lonely occupation. No matter which way your

manager turns, there might not be a friend in sight. If their management style is
autocratic and dictatorial, it is unlikely that there are any friendly faces from below.
Managers on the same level as your boss, who in theory are management colleagues,
in reality are direct competitors for the next vacancy on the management ladder. The
person to whom the manager reports has his or her own agenda, and will probably be
much more interested in themselves than anything else.
If we just concentrate for a moment on the interaction between the staff and your
boss, it is probable that the manager is rarely brought good news. Most managers are
involved by their staff when problems and issues arise. Indeed, to many, the job of
management is sorting out such problems. In this kind of environment, there is a real
opportunity to influence your boss into thinking even more highly of you than they
do now.
Your tactic is to bridge the isolation gap by bringing your manager something
positive. Even though what your bring might be low on intrinsic value, the mere fact
that you have had the thought and taken the time will mean it is high in emotive
value.
The very simplest strategy to achieve this is to bring him or her copies of articles or
items you’ve seen in the press or read in a book that are relevant to your organization
or your manager. It doesn’t matter how tenuous the association is to the company or
to your boss, you will achieve the same effect.
Your reputation will be enhanced in a couple of ways. First as an employee who is

interested in the company above and beyond the normal boundaries of their own role.
Then as someone who thinks of helping others, in this case your boss. These are both
useful attributes to have on your record when the company is looking for people to
promote.
Your boss cannot fail to be impressed. In fact, be prepared for some of your articles
to miraculously drift upwards within the organization, for the attention of other
managers. After all, the best ideas are copied by the best managers!
3 Subscribe to and bring in to the office appropriate publications
What do you and your colleagues bring in to read at work? In many cases the answer
will be nothing. For some, it will be a newspaper. For others it may be lifestyle
magazines or a book. For yet more people in work, reading is virtually a redundant
activity, except to the degree it is necessary to perform the job.
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And yet, we know the perception is that people who read “intelligent” material are
considered to be intelligent. This knowledge brings us to a superb and easy method
of influencing your boss. Let me take you through this one step at a time.
We know from published data which are the best selling daily newspapers and
lifestyle magazines. It is probably fair to conclude that those at the top of these lists
aren’t likely to have a positive impact on your career. In fact, the opposite is more
likely to be the case, and your career could well be negatively affected. How can that
be, I hear you asking? Well, there are two aspects we need to consider about reading
- what you read and what you are seen to read. In other words, the content of the
publication and the cache or positioning of the publication.
Let me give you an example. You bring a magazine like “Hello” or “OK” to work.
Is it likely that any of the items or features in such magazines will contribute to you
doing a better job? It’s probably stretching it a bit thin to claim that your ambition is
being fired and you would like to appear in one of these magazines in the future. If
you are seen reading magazines such as these by your boss, do you think it possible
that a subliminal signal might be picked up by them? Something such as, reading
froth like this shows you to be a person who looks on and envies – a spectator of life.
Rather than someone who takes control and drives their life forward. Am I being
heavy here? Probably. But it’s only because I want you to take full advantage of this
lovely little strategy.
So, let me make this clear, I’m not asking that you stop reading newspapers and
magazines you like. Nor am I judging you. All I am suggesting is, that in the work
environment, you can turn the perceptions about reading to your advantage.
One of the measures that differentiates potential management material from the rest is
that they show they are not narrowly locked into the confines of the company and its
markets. For ambitious people, it is important to demonstrate a healthy interest in the
world of business in the general sense. Your company may be in the motor business,
or insurance, or petrochemicals, but a person going places will demonstrate an
interest beyond his or her industry, market and country. In fact, the higher a manager
goes, the wider his or her business knowledge should be.
Why not begin making your statement today – right at your desk? All you have to
do is subscribe to one or more general business titles. Read them if you’ve time but,
most importantly, bring them into the office and ensure you’re seen by your manager
reading them – in your own time of course. You might even find them interesting.
Another way to convey their presence is to use them as part of your article cutting
project (see Way 2, described earlier).
This is a double whammy for you. Whatever you read will undoubtedly provide you
with ammunition for some of your initiatives as you continue your influencing
campaign, plus you will be seen to be a person with a wide interest – in fact, just like
a manager.
4 Ask for Customer Services training
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Virtually every company is striving to become customer-centric, which is
management consultant speak for saying the most obvious thing. Like, customers
buy our products or services, and it might be a good idea to remember that whenever
we deal with them. Another term which defines the process of interacting with
clients is Customer Service. In today’s competitive market, improving Customer
Service is one of the management mantras.
It doesn’t matter whether you work in the private or public sector, today customers
are the focus of most organization’s management. You will no doubt have noticed
that everyone is now called a customer – train passengers, electricity users, mortgage
borrowers, even hospital patients! Managers believe that improvements to Customer
Service is a necessary pillar to the future prosperity of the organization.
Now you and I needn’t agree with any of this. In our world we might understand that
calling someone a customer rather than a passenger or patient, doesn’t necessarily
provide them with a better service. However, your organization may be one of those,
and there some, to whom the phrase “Customer Service” has attained almost biblical
significance.
One of the beauties about management and managers is that they frequently take
things so seriously. If improved Customer Service is the cry from on high, it’s
almost amusing observing how managers take the message and process it on to their
own troops. If the issue is topical in your organization, then owe it to yourself to
include it in your influencing strategy.
If it isn’t a happening issue in your organization, but you have a boss who is
susceptible to management “flavours of the month”, then you still have an
opportunity. It just needs a little more work. First you need to broadly understand
how improved Customer Service is relevant, and is being applied in your industry.
We’re just talking about the basics here.
Whether the company has bought into the topic or not, you find out if there are any
in-company experts, or other experts locally. Then you go and see your manager.
Tell them you’ve looked into this area, and you know how important Customer
Service is to the business. You’d like to arrange some education sessions to enable
the team to get up to speed on this most important topic.
Would your boss like to approve, or help or be involved in the sessions in some way?
Naturally, you can arrange the sessions but perhaps your manager would like to
introduce the topic, or top and tail it? Expressed like that, you should be in politics!
Don’t forget, you need to suggest that you organise and arrange everything. If you’re
going to take the credit, you might as well have it all. One word of caution. It may
be your boss doesn’t take up your idea. But, don’t be disheartened. If you think
about, it doesn’t matter to you. Your objective was to influence your boss and, like
many of the suggestions in this book, it’s the thought that counts!
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5 Pioneer a Departmental library
In many organizations, the salary bill will be one of, if not the, major item of
expenditure. One of the tasks for which your manager will be responsible, is to help
and encourage staff to develop. Depending upon the enlightenment of your
organization or your manager, this will be achieved in a variety of ways.
In one of the IT companies in which I worked, it was mandatory for each employee
to take 10 days of formal training every year. They funded training in a wide range of
relevant topic areas, believing that the company’s effectiveness was improved by
having their employees undertake this continuous education.
At the other end of the spectrum, on a consultancy assignment in a public sector

organization, I discovered that there was no training budget for the department in
which I was operating. Staff who were interested in self-development were left to
their own devices. In this instance, the lack of funds was put forward as the
justification for being unable to provide for staff development.
If your manager shows an interest in the staff development issue, there is a simple
method to show your understanding of the importance of this aspect of their
responsibilities. It doesn’t matter whether your company supports staff development
through formal training courses, like the IT company, or if there isn’t the budget to
enable an adequate level of training to take place, like the public sector department.
This simple suggestion involves the creation of a small library of business and self-
development books to be located in your department. At this stage you don’t need do
any research into what might be appropriate and relevant topics. Your objective is to
conceive the idea and then present it in outline form to your manager.
In the proposal, you should identify the advantages of the scheme both to the
manager and to the organization. The beauty of this idea, like many others in the
book, is that you have had the desired effect merely by taking the suggestion to your
boss. You have shown an awareness of an important area for which he or she has
responsibility, and you have put forward a positive proposal which might be used to
complement other activities taking place in this key area. Mission accomplished!
Incidentally, if you are particularly interested in books and self-development, then

you could volunteer to personally implement and manage the project. You would
need to ascertain what books might be appropriate, what the budget requirements
would be, where the library could be located, what book issue/discharge system
would be required etc. Don’t do this unless you really want to - you should really
spend any spare time you have in deciding upon your next activity in the influencing
campaign.
6 Visit other Departments in the organization
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Hands up if you are one of those people who just gets on with the job, and you never
wonder how you, your colleagues, or your department fit in to the overall scheme of
things. You’re not alone here - 90% plus of employees typically display little interest
in their organization outside of the immediate work area or office.
Let’s step back a second, while I make a most obvious statement - only one person at
a time can be Managing Director or Chief Executive Officer of the company. It
doesn’t take a genius to make that observation. What is of interest, however, is that
those who reach these lofty positions have a number of common attributes. One of
these is an enquiring mind, and a preference to be aware of the bigger picture rather
than get bogged down in detail. This could be expressed as the ability to know a little
about a lot, as opposed to a lot about a little.
That’s fine, I hear you say, but how does this help me? Well, this is an important
piece of intelligence which you can now use to make your manager sit up and take
notice of you. I am not recommending you adopt a full frontal attack here, like,
“When the MD leaves, can I have the job”? As you will see, you can be a shade
more subtle, and still achieve the desired effect.
To take advantage of knowing of that this is an attribute of successful people, all you
need to do is to show an interest beyond the average. This can be achieved with a
simple request, the like of which it is unlikely your manager will have had before.
Ask your boss if it can be arranged for you to visit other departments or units in the
company. You would like to know what they do and how they fit into the overall
picture. You thought that the logical starting point might be departments with which
you currently have contact in normal day-to-day activities. Naturally, you’d
understand if these visits had to take place outside of normal working hours, however
some of the value would then be lost as you would be unable to talk to the staff
involved.
Simply by making this request, even if it is turned down, shows you to be a wide
thinker, someone who is demonstrating an interest beyond that of the normal
employee. Any boss who has read the designated management books or taken the
obligatory training course, will understand the implications of a request of this nature
from a member of their staff.
Whilst becoming Managing Director or Chief Executive Officer might have to wait,
there’s no reason to delay subjecting your boss to this simple example of your
influencing capabilities.
7 Learn about a new IT issue and produce synopsis
You will know how important IT has become in the modern world. Changes brought
about by the use of IT in our private and business lives are set to accelerate. Some of
these changes might be considered beneficial, others may be questioned. Whatever
your view, change continues to be the only certainty. The digital age is happening all
around us. The internet is a startling example of how quickly new technology can
become established. Consider these facts:
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Radio took 38 years to achieve 50 million listeners
Television took 13 years to achieve 50 million viewers
Internet took just 4 years to achieve 50 million users
The increasing presence of IT in our lives provides you with an excellent opportunity
in your influencing strategy. If you have an interest in IT, this will be easy. If your
boss is similarly interested in IT, then your prayers have been answered.
If you’re not sure whether technology is a fascination of your boss, there are some
tell-tale signs you can look out for. Tangible giveaways would be PC or internet
magazines on their desk, the bookshelf or just piled on the floor in the corner of the
office. Also, PC software manuals next to the management books, and software
boxes on top of cupboards.
What you’re trying to sense here is if the boss has an interest above and beyond that
which is required to fulfill his or her job. Without wishing to be sexist, the chances
are higher that male managers will be inclined this way, because men have a
disproportionately high interest in electronic gadgets, and Personal Computers are
definitely on the gadgetry list.
The starting point to using the IT element into your influencing campaign is to
ascertain which specific areas of the topic are of relevance to your boss. Fortunately,
PC technology changes rapidly and there are always going to be new developments
for the gadget minded manager to consider. If you engage your manager in a
conversation about their PC, you will almost certainly find they are thinking of some
upgrade or change. For example, they might want a new printer, or scanner, or
monitor, or piece of software.
All you have to do is offer to bring together information to assist them in making the
right choice from the myriad of options which will undoubtedly be available. One of
your options is to undertake this investigation yourself. Another, is to get someone
you know to do it for you. The latter route is strongly recommended.
Fortunately there are a multitude of amateur sources who would be more than happy
to demonstrate to you they know the answer to your request for information. Every
office has someone who is known to be the local “whizz kid” at computing. Instead
of using official channels where the response might take days or weeks, this person
will be mercilessly used by everyone in the office to handle all manner of PC
problems.
Even at home, every family with a PC will have established informal access to
someone who is their personal port of call for PC matters. Even if they can’t provide
you personally with the information you’re seeking, they will always know a man
who can.
Write a short synopsis on your findings relating to the issue you offered to
investigate, and submit it to your manager. This may be filed instantly, but your
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initiative will have an influence on how you are perceived by your boss. Mission
accomplished.
8 Become an "expert" in a topical area
Have you noticed how individuals at work become associated with a specific topic or
area of information? You can test this for yourself. If you had a question on your
company pension scheme, who would you ask about this first? Or company car
parking spaces? Or the type of toner needed for the new photocopier? Or the agenda
for the next departmental meeting?
You can see we’re not talking here about R & D capabilities. It’s just that some
people become known for having specific knowledge which, on occasion, can be
requested by others. Simply having the knowledge is one thing. Sharing it on
demand is another. Unfortunately neither of these capabilities do very much for the
individual by way of having a direct impact on their future. Of course colleagues
will appreciate the input. But there’s something missing. By now, you should be
able to work out for yourself what that is. There is little value to you in being
perceived by your peers as being someone who is knowledgeable in a specific topic -
or indeed topics.
Being the acknowledged office expert in the company pension scheme makes you a
helpful colleague – and that’s about all it achieves. It doesn’t improve your career
aspirations. You need to be far more cunning than that!
Let me make it clear, it is certainly not a waste of time to become known as an

“expert” in some work related topics. But let’s try and add some value to the status
which you can achieve through gaining the said knowledge. How do we do this? We
concentrate our learning on areas which are likely to have relevance to our boss.
You should already know - and if you don’t make it your job to undertake the small
amount of research to find out - which are the job and employment items, areas and
topics of relevance to your manager. He or she is unlikely to want to know what type
of toner the new photocopier requires. But they may well be interested in the details
of the company car scheme, or the employee appraisal system, or the corporate
communications policy.
Select an area such as this, and become more knowledgeable in it than the average
employee, then drop the topic into office conversation as the opportunity arises. I’m
not saying drop into the conversation the fact that you consider yourself to be an
expert in a particular topic! Asking a loaded question works well, “Has anybody seen
the new company car list?” “What do you think of the changes to the appraisal
system?”
The beauty of using such a technique with your colleagues is that they are helping
you to rehearse for the real thing. This is when you enquire of your manager’s view
on the specific item. Picking topics which relate to your boss is winner for you. Not
only does it show you to be understanding of the issues they face, if you are able to
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supply genuinely helpful information to your boss then your star will be in the
ascendancy.
9 Seek to improve office layout
In most organizations, the layout of an office remains the same for years. Despite
changes of workload, personnel, responsibilities, systems etc, we tend to fit into
where the desks, filing cabinets and cupboards are located. This is only natural, as
offices are designed at a point in time to meet specific functional criteria with the
staffing that exist then and, if you’re lucky, taking into account known changes.
The interesting question is, what happens after that? Once the initial effort has been
made to create the environment, then what? Does anyone check on a regular basis
whether things have changed sufficiently for the original layout to be modified? It’s
unlikely. In fact, if you think about it, who in your company has the responsibility to
suggest how an office layout should be changed?
It varies enormously from company to company. It might be an estates department,

personnel, the manager of the location, plus health and safety will want to be
consulted. Sometimes these people are based in head office, and you never see them
from one year to the next. No wonder changes are infrequent, and we make do with
what has evolved around us.
If your unit is like this, where the office layout seems to have been static for ages,
think about changes that might be made to improve things. Ask others for their views
of the current layout.
Don’t allow yourself to get too carried away this one. Remember you have an
ulterior motive in undertaking the task. The sole reason you’re working on this is to
enhance your manager’s view of you and your capabilities. And, as you now know,
the beauty of your influencing campaign is that your objective can often be achieved
through the perception of an activity as opposed to carrying it out. In other words,
conveying the idea and benefits to your boss of a new layout for your office, is more
important to you than the implementation of it.
So, take your thoughts and findings to your manager. The new layout will improve
“this, that and the other”. The staff have all had input into the scheme, and they have
a commitment to the final design.
If your manager wants to go ahead with this particular suggestion of yours, then you
will have made your mark. You will be seen as the initiator of a zero cost
improvement. Can’t be bad.
On the other hand, if the manager decides to leave it with the status quo, you’ve still
achieved your influencing objective. The staff, will they be unhappy? Well, not with
you. You tried your best for them, and the boss thought there were some brilliant
ideas in the proposed design - but the timing was wrong. Perhaps we can look at it
again in the future?
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10 Suggest change in office equipment that would be more effective
Do you ever feel that your office is the poor relation? Have you seen brand spanking
new office equipment being delivered to your company, only to find the items are
destined for another department? Don’t feel jealous, because this is an opportunity
which you can exploit.
How often have you felt embarrassed at the quality of your photocopies, or the
binding you use to create the booklet you send out, or the fact that you have to get up
from your desk to pick up the ringing phone of a colleague?
Office equipment tends to be acquired and replaced on a needs must situation. It is

quite normal to live with office equipment which is troublesome or giving lousy
performance or is just plain obsolete. Eventually someone, somewhere will realise
that maybe, something should be done about it. Alternatively, a general edict will
come down from on high and a certain item of equipment will get replaced
throughout the company, whether this is necessary or not.
Did you realise, for example, that switchboards used to be written down over twenty
years?
breaks down. Other than computers, it is most unusual for anyone to really review if
new ways exist to handle traditional tasks. Do some research and ask colleagues.
What new equipment is around that might make the processes more efficient?
Take this to your manager – it will be useful to create a simple cost benefit case.
Even if he or she decides not to invest in the suggestions, you’ve made your point.
Another initiative taken, without being asked, for the good of the company and the
staff.
11 Suggest steps that will improve internal customer service
When companies place a focus on customer service what they usually mean is that
they are looking to improve the service to external customers ie people who buy from
your company. But internal staff are customers too. And organizations should spend
time devising ways of enabling their own Departments to provide a better service to
other Departments.
There is ample room to suggest ways in which your Department could improve in the
way they interact and serve other units within the company. Ask for ideas from the
staff. Think of ways in which improvements can be made. Harness these ideas and
take them to your manager. This is excellent exposure for you, and your manager
will be grateful.
12 Identify company and management inconsistencies
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There is nothing more destructive in corporate life when staff are confused or
uncertain about the expectations the company has of themselves. It’s difficult not
knowing if they are meeting the requirements or performing to the expected levels. If
you detect this is prevalent in your Department, ask colleagues for their views. How
can this situation best be improved?
Bring the issue to the attention of your manager. If he or she accepts that something
could be done, suggest that you’re happy to organise and orchestrate the resolution
programme. In this kind of circumstance, to both staff and management you’re a
winner.
13 Suggest tangible ways in which your unit can add value
In many organizations it is true to say that staff are going through the motions. They
are probably doing what is necessary, and no more. Going the extra mile is not
something they associate with themselves in their job.
By observation, you will see the evidence of this. People just take orders - they
don’t sell on; they let other peoples’ phones ring incessantly etc Think about how to
change these things. It shouldn’t be difficult.
Note these areas and take your findings and recommendations to your manager.
Added value at nil cost is a welcome message for management. And, as the bearer of
these glad tidings, your stock will rise!
14 Inform your Manager of any internal problems you know are about to break
By keeping your ear to the ground and developing your network of contacts in the
organization, make it your objective to find out what’s going on. Whenever you
become aware of a problem that exists, currently below the surface, but which may
escalate and impact on your Department, unit or company, bring it to the attention of
your manager.
Decide where your loyalties lie, and you will be rewarded.
15 Suggest ways of getting your company or your people in the news
Everybody wins when the company gains positive press coverage. Often relations
with the press are managed centrally from a PR or Communications Department.
But they don’t have the monopoly on good ideas, and they will not be particularly
interested in local, community style of news items. Ask around in your Department
about newsworthy items and people, and think about this yourself.
Take the ideas to your manager, and offer to liase with the local press. Local press
coverage is good for the company, good for staff, good for the manager and good for
you.
16 Ask if you can conduct a survey of memo and e-mail traffic
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In some organizations, memos and e-mails are being used as a way of demonstrating
activity rather than as way of contributing to the business.
Indeed, Departments can communicate totally by memo and e-mail, becoming virtual
strangers to each other. They can even conduct war by e-mail or memo, with copies
going to all and sundry. This really has very little to do with why the company is in
business.
Suggest that a survey is undertaken of memo and e-mail traffic in your Department.
You will organise it, and produce summaries of how many memos and e-mails are
flying around, number of cc's, value to the business etc. Methods of limiting these
would also be part of the task.
The outcome should be savings in time and money, plus the re-emergence of mature
internal communications to the benefit of the business and everyone involved in it.
Of course if this initiative is successful, your manager may publicise this to his circle
of management contacts as yet another example of where his Department is taking
the lead. Great idea of yours, isn’t it?
17 Suggest a review of any telephone dialling restrictions
In some organizations the staff cannot dial certain telephone numbers. Even
directory enquiries can be a disbarred number. Clever switchboards are responsible
for this masterpiece in enabling your management to perfectly demonstrate their lack
of trust in staff. Like the sleeping-policemen humps in the road, the guilty few are
used as the excuse to inconvenience the innocent majority.
Suggest to your manager that these restrictions could safely be lifted. That the
company and the management are losing out here. Give staff trust, and they will
perform miracles for those who place their trust in them. This shows you as being a
person who can rise above conventional wisdom to produce benefits to all of the
parties concerned. (The manager will know anyway if anyone abuses this freedom,
because itemised billing indicates what calls are made from each extension)
18 Offer to manage the induction process for new starters in the Department
If your organization does not have a good induction process, then prepare an outline
which is your recommendation for this process.
Suggest that your manager authorises this routine, and begin using it immediately. It
will give new starters a far better impression of the company and the Department.
Your manager will be viewed in a good light too, particularly if this new scheme is
picked up by other Departments. Increasing his kudos is good insurance for you.
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Working life tends to grind on and on. Each day is pretty much the same as the last.
You can break this tedium by suggesting activities which will be of benefit to your
boss – and you (of course). By regularly suggesting new ideas, you will be noticed.
And your reputation will be enhanced.
1 Arrange for special activities to raise funds at work for a charity
Every week in the local press you will see checks being handed over by organizations
to charities. The free publicity is useful, but is only part of the reason why
companies go in for charity work. The main idea is that people bond around a
common cause, particularly one which is for good. If the company can get its staff
working together as a team in the aid of a charity, some of this teamwork will spill
over into their work relationships.
That’s why you should propose to your manager that he or she takes the initiative to
let you organise some high profile charity activities. They will find it difficult to
refuse. There’s no reason why they should as they will undoubtedly wish to be
involved in the subsequent publicity – both external and internal! Somehow I think
you now know how to ensure that your name is associated with this success.
2 Suggest you offer your boss as a speaker at relevant business events
If your manager likes public speaking, it is a smart move to engineer more

opportunities for him or her to indulge in that occupation. Knowing what you do
about your manager’s expertise and interests, shop around for appropriate speaking
engagements which they could fulfil. This could be at local locations, like trade,
business and training organizations. Or it could be regional or national, for example
at appropriate business/trade functions, conferences or exhibitions.
Tell your manager you’ve been asked to find a speaker for xyz (an organization you
already know wants someone like your manager to present), can you put their name
forward? Everyone likes their ego to be massaged from time to time, and he or she
will love the limelight – corporate and personal. And who do you think will reap the
benefits in the future for having given them these new platforms from which to
shine?
3 Suggest a review of your company’s ecological position
Although it can sometimes be difficult for hard pressed managers to see it, there are
aspects of life which are bigger than the company and its performance. And this
presents you with an opportunity.
One of these wider issues which has gained in prominence in recent years is
concerned with the survival of the planet. We’ve all heard of greenhouse gasses, and
of the effect of carbon monoxide emissions on the ozone layer. Common sense says
there must be a potential problem here, although few of us probably really understand
the issue in any depth.
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It is not the place of this book to preach to you on the topic, although if your curiosity
has been aroused to the extent that you want to learn more about this area, then that
would indeed be a worthwhile benefit. The purpose of including this matter is to say
that it is not just an issue for each citizen - it is something which enlightened
companies take seriously too.
Most organizations have no formal stance on ecology. Not because they have
rejected it, but usually because it hasn’t been raised at the right level with any sense
of urgency or relevance.
Managers’ are always looking for an angle to differentiate themselves from their
colleagues on the same level. A proposal from your manager regarding an ecological
stance for the company would certainly achieve the differentiation objective. It will
be doubly valuable, however, in that he or she will be viewed by their own manager
as someone with wider interests than the norm, showing a concern for the company
which goes above and beyond the call of their duties, someone who puts forward
creative and proactive ways to position the organization.
To turn this opportunity into a benefit for you, all you need do is a small piece of
research to see what stance your company has on ecological matters. The fastest way
to find this out would be in the organization’s Annual Report. Armed with this
intelligence, go to your manager and suggest that it is time the company takes the
initiative on this sensitive issue. Could he or she perhaps take this forward?
If they have anything about them, they will see the opportunity you are presenting
and milk it for all it is worth. You will have demonstrated your own initiative, and
support. Another idea to help them look good? Yet again your card will be marked
by your boss for all the right reasons.
4 Suggest a stress control initiative
Stress is one of those “hot topics” about which the average manager knows no more
than anybody else. They are aware it exists, but they will usually have little concept
of precisely what it is, how it can be detected, how to differentiate it from other
problems, indeed whether they themselves have it!
As you know, a topical area where your manager’s knowledge is suspect, equals an
opportunity for you!
Get to work on a little project. Find out the basic facts on stress in the workplace.
There are plenty of sources for this information. The quickest way will probably be
as simple as a call to your own Personnel Department contact. They will
undoubtedly have pamphlets and leaflets on the subject – although they may well be
in a pile gathering dust. You might find the Personnel Department has already issued
guidelines on stress to the company’s managers.
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It’s unlikely management has had time to read these guidelines yet or, in very
efficient offices, the manager’s secretary will have helped immeasurably by
intercepting the document and filing it under Health and Safety. At least they’ll
know where to find it when it is needed!
Armed with the knowledge you have gleaned, discuss your research with your
manager. Emphasise the two-way benefits of stress prevention and detection.
Suggest that a stress awareness initiative be set up in your Department at your
manager’s instigation. Naturally, if it would help, you would volunteer to be the
organizer of the initiative and act as the interface to the bodies or people who need to
be involved.
The manager, of course, can report upwards on this new programme which he or she
has introduced, and which is so important to the well being and ultimate performance
of the staff. For extra effect, the manager might wish to express surprise that fellow
managers have apparently not given this important issue the prominence it so clearly
deserves - particularly bearing in mind the potential consequences on the company,
both positive and negative.
A really switched on manager could go even further with this one, taking full
advantage of the situation. He or she would be delighted to provide other managers
with the details of how to implement such an initiative, so they can introduce this in
their own departments.
In today’s workplace, stress is a serious issue. And it would indeed be beneficial if

more employers were made aware of the issues and how they can help. Knowing
about stress is one thing, doing something about it is quite another. This important
topic deserves attention, but don’t worry if you feel it is inappropriate to raise it in
your organization. Don’t go all stressed on me!
This book has 99 other suggestions which will help ensure you influence your boss to
see you as the most valuable member of the team.
5 Suggest team building training
In many organizations, encouraging staff to work together is an effective contributor

to productivity, performance and loyalty. This applies to virtually every type of
activity and every type of work environment. Do some research into team building
training. Find out what is available, from whom.
Build the case to take to your manager suggesting he or she authorises some team
building training. Place yourself as the organizer and contact point. Your manager
will appreciate you getting this initiative underway in this highly topical area and you
will gain valuable experience and exposure.
6 Re-decorate the office to improve staff performance
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The environment in which people are asked to work will impact on their performance
and attitude. Whilst wholesale office re-decoration can be very expensive, there are
ways of refreshing dowdy areas that won’t cost a fortune, and yet will repay the
company many times over. Have a look around your place of work. Are there any
areas which really do need renovation? Imagine how these places could be spruced
up simply and easily through a coat of paint, some plants, pictures on the wall, better
lighting, a water dispenser etc.
Take your ideas to your manager. Make the case that staff will perform better,
because someone ie the manager, is at last taking an interest in their environment
without having to be asked. Your manager will be better appreciated and respected,
the staff will feel wanted and valued and you? You are a hero.
7 Identify staff in other Departments who will strengthen your unit
Good managers are always looking to strengthen their team. A strong team is good
for the team. You will know from your circle of contacts within the company of
individuals who you feel could be a useful addition to your Department.
Pass this information to your manager. That’s all you need do. They will understand
the inter-Departmental politics far better than you in terms of deciding how or if they
should go for the person identified. You’ve done your bit, and shown you are
interested in the success of your Department and of you manager.
8 Suggest an outsider comes into the office and observes
Over time, everyone gets used to and accepts their environment. They live in it.
They can't or don't see the obvious that a newcomer will. If that visitor is a customer
or prospect, their opinion of your company will be being formed on the basis of their
trip to your offices. Their eyes can see what you can't.
Suggest to your boss that he or she regularly invites another senior manager from a
different Department to visit your unit and provide feedback on what they see. Ask
to be the interface. You can arrange the diaries etc Offer to accompany the visitor,
note the observations and produce a synopsis of these. Good for your manager,
flattering for the visiting manager, and not bad for you having instigated the idea in
the first place.
9 Help your manager to get promoted
You may not have given it much thought, but your manager is in corporate
competition with fellow managers. While you have your own agenda in trying to get
promoted, so does your manager. A moment’s thought should tell you that there may
be repercussions if your manager is promoted. Most people will think of the negative
implications - like what happens if I don’t get on with the new manager? Will my
own job be threatened?
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You, as a positive and ambitious individual won’t allow yourself such thoughts. In
fact, for you, the promotion of your manager is one of your objectives – and there are
two reasons for this. The first is that any promoted individual moves on with some
degree of uncertainty, and the option to take one of the tried and trusted lieutenants
could be a sensible strategy. If you’ve played your cards right, this could be you.
The second reason why you should be keen to see your manager promoted is the
obvious one - it leaves a vacancy. If you have implemented your personal strategy
correctly, you should be seen as the natural successor. So, you should take it upon
yourself to help your manger to get promoted. But how do you do this?
Well, why not become your manager’s surrogate PR advisor, and ensure that their
achievements are fully recognized? Think about any initiatives your manager has
been responsible for, and make these the basis of your PR “campaign”. First of all,
tell your circle of contacts in the company and get them to network the good news.
Also, see if you can turn any of these successes into case studies, then send a written
copy of case studies to influential people within the company. Suggest that your
manager gives talks or presentations on their successes. Get achievements into the
company’s newsletter. It may even be relevant for the business press - talk to your
company’s marketing communications department. Your objective is to spread the
word about your manager far beyond the boundaries of their own department or unit.
When working as an external consultant for an IT company, there were twelve people
in the Department I was assisting and they each reported to the same first line
manager. This individual was known to be ambitious, and therefore excellent
material for the approach outlined. One of the initiatives which the manager
undertook was to suggest his department be the “guinea pigs” to try out a new
computer program designed to speed up order processing. Offering to be first-in-line
attracted attention from the company’s senior management – which was clearly one
of his motivations. One of his twelve staff suggested and arranged for the company’s
in-house magazine to contact the manager, with a view to promoting his gesture.
Naturally the story wouldn’t get progressed until the computer system was proven to
be a success, but he was flattered by the attention.
It was a win/win for the staff member. The manager’s initiative would eventually get
widely reported throughout the company, his reputation would be elevated and his
chances of promotion improved. As the person who recognized how to build up this
opportunity on the manager’s behalf, the staff member had gained a supporter and
ally.
This type of positive attention may or may not get your manager promoted - but it
certainly does no harm to you. If all your good work succeeds and you help your
manager to gain promotion, you may find yourself subject to an offer to join him or
her in the new opportunity. Alternatively you will be very positively placed when
your outgoing manager is asked to express an opinion on who the replacement should
be!
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Incidentally, the new computer system never did work properly and was quietly
shelved. No article was produced either, but that didn’t stop the ambitious manager
from being promoted soon afterwards. When he moved on, guess who was promoted
into his job? That’s right, the twelve-to-one shot came up trumps for that particular
employee.
10 Identify talented people in your own Department
This is a double-edged sword. In your Department or unit, there will be people who
are going places. You need to calculate if they represent a threat to you and your job.
If they are not, then be a good team player and ensure your manager is aware of such
individuals so that he or she can maximises the potential from these protégés. This
proves your believe in your own capabilities, that you are pleased to bring such
people to the attention of your boss.
But, don't go overboard. If a talented person could represent a threat to your

ambitions, you may decide to keep quiet about their capabilities.
11 Suggest a recognition system for staff who are not in direct sales
In many companies sales staff have opportunities to win awards with their
performance. Some organizations, but not many, have award schemes for non-sales
staff. If yours doesn’t, now is the time to get one started. Even if it’s just within
your Department. Recognition from their peer group is a strong motivator for most
people.
Offer to organise and manage such a scheme. Not only will you be popular with your
manager and the staff, you might even get recognized yourself.
12 When in a meeting with your boss, say "I'll take care of it"
There will always be a place in the world of work for anyone who says “I’ll take care
of it”. After a meeting or discussion with your manager, you know you will be
getting actions to do.
Don’t wait to be asked or told. Volunteer the magic words, “I’ll take care of it”.
Saying that you’re going to do it before you do it, is tremendously important. Try it.
Your reputation with your manager will rise in leaps and bounds.
13 Whenever you have it, always bring bad news to your Manager quickly
Staff will fall over themselves to bring good news to their managers. A Manager will
be told what staff want him or her to hear - do you think they will be falling over
themselves to deliver any thing other than good news? Of course not.
They believe the messenger could get damaged. Yet it’s bad news that has the
potential to damage the business, and the people in it.
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An outstanding Manager will want as much advance warning as possible about
impending bad news. To position himself, his people, his unit, his company etc. So,
take it upon yourself to deliver the bad news first - it will turn into good news for
you.
14 Suggest your boss replaces his rectangular conference table with a round table
Another off the wall suggestion? Well, not really. Tell your manager that if he or
she wants highly productive meetings then a good way is to remove the focal point of
the table. By going circular, there is no head of the table, people all face each other,
and individuals are far more likely to feel part of the process and contribute with
conviction. Go on, tell your manager, dare to be different!
15 Ask your boss to leave his or her door open
A closed door can be interpreted as a closed mind - housing someone who wishes to
be apart from, and not a part of the team. The door shouldn’t be open all the time -
there are always occasions where privacy is important. But certainly most of the
time. Some people will never go and speak to their Manager, but others will - given
the invitation offered by an open door..
Show your manager that he or she has a lot to gain, and nothing to lose.
16 Recommend that your boss doesn't take phone calls in meetings
This is not suggested as a criticism or a put down. In fact it is quite the reverse.
Persuade your boss that he or she is too important to be interrupted at the behest of
another person. Indeed, how much more impressive it is not to take the call. If the
call is important, whoever it is will ring back. If the call isn’t important, then your
manager has shown respect for the time of everyone else at the meeting.
Wow, if you can get your manager to act like a statesman, the sky’s the limit for them
- and for you.
17 Suggest your boss holds meetings where everybody stands up
Not another cranky idea? No, this really works. It is acknowledged that most
meetings in the business world are inexpertly conducted and thus an extremely
inefficient use of time. If the culture of your organization is to hold lots of meetings,
try this suggestion on your manager. Get him or her to set the trend whereby for the
meetings they hold, everyone has to stand up. (Assuming they’re able)
Meetings will take less time. People will stick to the point. Decisions will be taken
quicker.
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You can be sure your manager will get talked about, and be happy for that. As Oscar
Wilde put it “There’s only one thing in the world worse than being talked about. And
that’s not being talked about!” Oh, and your contribution to this fame will have
helped you to make your mark too.
18 Propose interchanging of staff
99% of staff just do the job they’re asked to do. They wouldn’t dream of asking or
suggesting a change in the tasks they undertake. Yet change can help to refresh
people, and give them a new focus and interest. One of the ways this can be achieved
is by moving staff to another job within the Department or organization.
If this can safely be arranged in your environment ie without detriment to the

business, then suggest the idea to your manager. Why not suggest you initiate a rota
and co-ordinate it. This needn’t be a large exercise. It could involve only one person
at a time. The volume doesn’t matter, the principle is what is important. The whole
exercise would be good for staff, the manager, the company and you.

I am a great believer in self-development. I hope you are too! In my experience,
improving personal skills and knowledge always pays dividends. So what could be
better than you impressing your boss - and improving your promotion prospects – at
the same time as learning new skills. Sounds good to me!
1 Suggest a first aid initiative
In many organizations, first aid is a green or red box somewhere in the stationery
cupboard – and that’s it!
Every member of staff will benefit from some basic first aid training. There is
always the chance that this knowledge could be life saving – in work and outside.
Propose to your manager that it would be an excellent initiative to put on first aid
classes for staff members on a voluntary basis. These could take place at lunch time,
or after hours. Suggest that you take on the planning and running of this scheme.
It’s very simple. St Johns Ambulance will be delighted to co-operate. This sort of
activity also lends itself to local and company news coverage. As the organizer and
contact, you will of course have to be included in any publicity.
2 Offer to organize an unofficial customer satisfaction survey
Your manager will know that the opinion that is most relevant is that of customers.
Finding that information is key to the company’s development and, ultimately,
survival. Many organizations already conduct large scale customer satisfaction
surveys. (If they don’t, they should). Frequently this is not particularly helpful to
your manager who might be responsible for a relatively small area of the company’s
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activities or a specific group of customers. What he or she needs to know is how is
his bit of the company performing in the eyes of the customers they serve.
This is where you come in. Propose a specific, targeted, relevant survey to meet that
need. Take advice on what the manager would like to know, and design a list of
survey questions accordingly. Suggest how the survey could be conducted – by
phone, or in writing. And decide how the results will be recorded and analysed. If
you have the skill and the time, you could perform this yourself. Otherwise suggest
you manage the initiative and be the interface between the manager and those
involved in carrying out the survey. It’s also good to suggest you help in preparing
the presentation your manager may have to give upwards, on the results of this
initiative. And if you can attend that session, all the better!
3 Suggest your boss proposes your company joins local trade associations
No matter how big an organization you work for, and regardless of the number of
locations you might have around the world, the fact is that the premises in which you
work form part of the local community. There is business and personal mileage in
the company being seen to play its part in that community.
The simple way to start is to join the local business organizations eg Chamber of
Commerce, Business Associations, Federation of Small Business etc. The visibility
of the company will grow locally, as will the visibility of the people who represent
the company at the functions which membership confers. Get the membership
details, create the business case, and get your manager to agree to joining. It’s a
positive move for the company and for the manager. Aren’t you clever?
4 Ask to be sponsored by the company on business related education
As you know, it is important in your influencing campaign to be different and to be

positive. One way of demonstrating this is to show you are keen to develop your
skills and attributes. There is an incredible irony regarding training which I will
disclose at the end of this topic – but please read through it first.
Let’s try a little test. Do you wait for your company to tell you which training
programme you have to go on? I’m pretty sure you do – everyone else in work does.
For many people, training courses or educational sessions at work are considered to
be a complete waste of time. Hands up if you have ever viewed such sessions as a
chore, or treated them as a laugh. I thought so. At best it gets you away from your
job for a few hours or days. The problem is no-one has taken of your work whilst
you’ve been away, and it sits there waiting for your return. Even if you had grand
ideas about putting your new found knowledge into action, you’re soon back into the
old routine.
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How about a slightly different approach? Think about you for a moment. What
training would you like to have? What are you interested in, which can be connected
to your job or your personal development? Research what is available to meet these
needs. Look as widely as you wish – university courses, CD-ROM based courses,
professional training companies, anywhere and everywhere. Make a list.
The key here is to be sensible – you need to relate your training suggestions to value
and benefit for your employer. You might have difficulty persuading your manager
that your company should pay for you to undertake a course on archaeology. They
may agree, however, that training in a foreign language could be of mutual benefit.
Take your list to your manager, and ask for advice. What does he or she recommend,
what would be acceptable to the company, can you be given the time etc?
This is where the wonderful irony comes in. Merely by asking for training sets you
apart. Just by knocking on the door and seeking your manager’s advice, you will
have achieved the effect you wanted. Whether or not your manager enables you to
take up one of the training opportunities, you’ve made your point.
Yet again, you are thinking way beyond everybody else in the department. Your
manager cannot help but be impressed by the initiative you have shown in your own
personal development. You truly are one for the future!
5 Ask to clarify what is expected from you in your role
On virtually every survey ever carried out as to the main problems that individuals
experience in their role in an organization, top of the list is that they don’t know what
is expected of them. No matter how obvious the job title, they still need to be told
precisely what is expected of them. How will they know they are doing what is
expected? Having said all of that, 99% of people won’t go and ask the question to
find out. Although this is sad, it also brilliant for you. Because it gives you the
opportunity to show you are in that special 1%.
Go and ask your manager, in a very constructive way, are you doing your job to their
satisfaction? Are you meeting the requirements? In what way can they suggest you
improve to meet any shortfalls? This is yet another delightful no lose situation for
you. You are demonstrating that you are keen to perform to the company’s
requirements, and you will adapt to changes suggested (you’re unlikely to be given
any), you are also showing that you are part of that 1% minority who have the
intelligence and confidence to ask the question in the first place.
6 Ask if you can shadow a senior member of staff
Shadowing is a technique which is frequently employed by enlightened companies.

If you haven’t heard of it, the principle is that an employee is selected to work
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alongside a senior manager or director for a specified period. The concept is that
shadowing will expose the employee to a totally new level of experiences, helping
them to gain a different perspective of their organization. This is an excellent
development opportunity for individuals as they will be observing at first hand the
range of day-to-day issues facing the senior manager and, more importantly, how
these are handled.
Those selected for such schemes are usually earmarked as employees with potential.
People who the hierarchy believe can aspire to higher positions in the company.
Many organizations will already operate a shadow scheme. It may form part of a
wider process of personal development. If you’re not sure if your company is one of
these, find out. How do you do this? It’s easy - just ask the question. Don’t ask
your own manager though, not yet. First of all contact your training people or
personnel department and request details of the shadowing scheme which your
company operates. If there is such a scheme, they will give you the details. It’s not
private - at least it shouldn’t be!
If you’re told there is no shadow scheme in your company, this is excellent news.
You’ve just been handed two ways in which you can impress your manager.
Undertake a small project for yourself to find out about shadow schemes - what they
are, where they’ve come from, which companies use them. Try and establish if any
of your company’s competitors utilize shadowing. Gather any information you can
regarding the success of such schemes. Again, your training or personnel colleagues
may already possess the information you want - after all this is a technique for the
development of staff and they, as experts in the field of employee development,
should be abreast of such methods. At the very least, they should be able to point
you in the right direction to source the information you’re seeking.
Don’t spend months on this. After all, whatever you find out about shadowing
schemes will probably be more than anyone else knows in your company! With
some relatively simple research you will be an expert.
Now is the time to see your manager. Whether or not a shadow scheme exists at your
organization, ask for the opportunity. If there’s no shadow scheme, bring out your
research. Shouldn’t shadowing be considered? Other organizations obviously think
it’s a beneficial technique to offer their staff, why not us?
If you have a shadow scheme, you want to be on it. Most people wait to be asked.
You don’t – you do the asking! This is the 99% – 1% principle. Be part of the 1%
who dares to be different. Get yourself known as someone who wants to improve,
and someone who will take the actions to make it happen.
The “double whammy” your interest in shadowing gives you is worth the effort.
You’ve confirmed to your manager that you’re switched on to modern developmental
techniques, and they’ve been reminded of your ambition.
7 Ask for telephone training
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Sales companies will often provide their staff with training in telephone technique.
What many companies don’t realise is that every telephone conversation has the
potential to do good or to damage to the organization. This is equally true whether
calls are internal or external, with colleagues or with customers.
If the telephone is a primary communications vehicle in your place of work, you and
others need some training in its effective use. Understand the benefits of this type of
training and find out who can provide it. Go and tell your manager that your research
shows that the Department’s performance could be improved, simply by undertaking
telephone training. You have the information and the contacts, would he or she like
you to take it further? Would Billy Bunter like another cream bun?
8 Ask for meetings training
Most senior people in any organization have had training in conducting and
participating in meetings. As your aspirations are to reach senior levels, it is not
unreasonable that you ask to be prepared for the upward move.
A simple question should be asked of your manager. Can he or she arrange for you to
have this training please? Getting training in meetings, you argue, will always be
time well spent, because you are always involved in meetings even though they may
not currently involve senior people. Alternatively, would it be possible to sit in as an
observer on non-confidential meeting to see how senior staff conduct meetings?
Even if you are not given permission to take the training, you have marked your
manager’s card that you are forward thinking, ambitious and seek a future with the
company. If you are given the training, you will learn some useful skills but, equally
importantly, you should have the opportunity during the training to meet and build
relationships with people from other Departments and units who are likely to be
senior to you. Any one of these contacts could be useful to you in the future.
9 Ask for presentation skills training
There is a perception that anyone wishing to go anywhere in business should be able

give effective presentations. If that is the culture in your organization, then you
should consider using that culture to your advantage.
Even if your current role does not require that you make presentations, go and ask
your manager to submit you for training in giving effective presentations. You are
preparing for the future. You need to work on the skills now, and develop them so
that you are ready when called upon. Take the initiative now, don’t wait to be told to
go on this training. You have nothing to lose. If you do go on the training, it will
almost certainly be of use at some point. If you can’t go on the training, you’ve
indicated how aware you are of the importance of this skill to your company, and you
want to learn and develop it as soon as they let you.
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10 Ask for computer skills training
Whatever organization you work in, it is inevitable that their reliance on computers
and IT will grow. Indeed, without computers, business as we know it would grind to
a standstill. Despite this, many people in work are hesitant and sometimes reluctant
to subject themselves to computer training. You have no such inhibitions.
Think of an area of computing that is relevant to your job, now or in the future, and
ask for training in that area. If you’ve had all the recommended training, talk to a
friendly contact in your Computer or Information Services Department, and ask them
to tell you what they are working on now. It doesn’t matter what it is, make a note of
it. Ask your manager for any training that is available in this new topic, as you know
the company is moving in that direction so critical to its future success. Talk about
killing several birds with one stone!
Not only have you approached your manager and volunteered for training in
computers, demonstrating that you understand the significance of new technology to
your company, you’ve also shown that you’re aware of the latest developments.
Your manager can see that he or she does indeed have a potential high flyer in the
Department.
11 Identify how new technology could be used now to change a current practice
Quite often current practices remain the same even though there are new ways of
handling them. Look around your Department and think if any current practice could
be replaced or enhanced by new technology. This might enable the company to save
time, money or both.
Report your thoughts to your manager. It’s likely that whatever you’re suggesting is
on the company’s list of prospective developments anyway – but you’ve shown, yet
again, that you are the sort of forward looking staff member any organization would
be proud to employ.
12 Ask to join a business association
Part of your personal development should be to make business contacts with people
from outside of your company. The best way to achieve this objective is to ask your
manager to approve your membership of an appropriate local business association,
and for this to be funded by the company.
You could do this for yourself, but the route of seeking approval and funding is most
important. Your manager sees you are keen to develop and that you have wider
business interests. Incidentally this will also reflect well on him or her, as they will
be seen as a manager who encourages their staff to develop themselves to the fullest
potential.
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13 Get a senior member of staff from another Department to speak at your team
meeting
Most staff have very little interest in other parts of their company. Yet the
performance of other parts may be critical to the success or even survival of your
Department. Finding out what other units are doing can help to give a different
perspective and view on the company, its markets, its competitors, its performance
etc. And it can help to build bridges and foster team spirit and morale.
Suggest this to your manager. Offer to do the arranging, and to do the liaison. It will
help be more informed, your manager will be pleased, and it gets you known to
another influential person in the company.
14 Ask if you can attend a relevant business conference
Whatever business your organization is in, there will be business conferences which
are applicable to you. Gather information about some of these, work out the benefits
to the company of you attending and ask your manager if you can go. Naturally you
will report back so that others can benefit from what you saw and heard. Whilst
attending would be very useful for you, it doesn’t really matter of you go or not –
simply by asking you’ve made your point!
15 Ask if you can attend a relevant business exhibition
Attending a business exhibition is an ideal, low cost way to become informed about
what is happening and what is coming in your industry. They are also useful places
to check out the competition, and make contacts. Find out what exhibitions are
relevant to your organization.
Now, you have a choice. You might calculate that attending as an exhibition visitor
is good use of your private time – so take a day’s holiday and go for yourself.
Or you might view that seeking company approval and authorisation is a better
alternative – your manager sees you are keen, and being selected to attend can’t do
your prospects any harm. Whichever route you choose, it will be a smart investment
of your time.
16 Ask for training in handling customer complaints
In many organizations the manner in which they treat customer complaints is less
then competent. Difficult situations can escalate alarmingly and get out of hand. If
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your Department has the responsibility to talk to customers, and this kind of difficulty
arises, suggest to your manager that more training is given in this area.
Demonstrate that you understand that a customer complaint is an opportunity to show

how good your company can be. Offer to organise the training sessions, monitor post
training performance and provide the manager with feedback.
17 Subscribe to an appropriate business publication
Whatever business your organization is involved in, the one certainty is that the
environment in which it operates will change. There is no such thing as a job for life.
Being happy at your job doesn’t mean your job will be there for ever. If the job
disappears you could be left high and dry.
The purpose of subscribing to the right business publication is to continually monitor

what is happening in your business sector.
Don’t rely on your company, other colleagues, your manager, or indeed anybody
else, to keep you abreast of your industry. Take the responsibility yourself for
keeping you up to date. Your job security can be impacted by a range of elements -
new competitors, changing regulations, nationalisation, privatisation. Knowing about
any of these as far in advance as you can will enable you to plan for how you are
going to minimise any adverse impact on you, and identify opportunities which may
be there for the taking.
Reach for the Stars

One of the consequences of implementing your influencing campaign is that you will
find your confidence growing. Obstacles are easily overcome. This is why you will
be able to undertake some of the suggestions in this section which you might have
thought were beyond your reach. They’re not. Go for it!
1 Volunteer to become involved in company projects
Projects are a tremendous growth area. The pace of change in business has meant
that organizations have to be lighter on their feet than ever before. One of the typical
ways to achieve change is through the creation of project teams. Members of a
project team would usually comprise staff from a cross-section of Departments within
the organization, brought together to work upon a specific requirement. A project
team could be involved in a major issue, such as the implications of merging your
company with another. On the other hand, a project team might well be set up for
smaller matters, for example to review and improve personnel policies.
Projects can be part or full time. Many projects are superimposed onto the normal
work of the team members. In this instance, managers are told to release any of their
staff who are on the team to attend to project team duties as required. If the subject
warrants it, the company may assign staff full time to a project.
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Whatever the size and shape of a project team, it is an excellent way for an employee
to get known and enhance their status beyond the bounds of their own Department.
Depending on the nature of the project, it is also probable that project team members
will gain exposure to people who are at higher levels in the organization.
Whilst working in a large company as a first level line manager, I was offered the
opportunity to join a project which was to implement a quality improvement initiative
throughout the company. As I was always the one expressing interest in personal
development, I was “offered up” by my manager as the token representative from his
Region. When the project team convened, we found out that the particular quality
improvement programme we were to implement had been selected personally by the
Managing Director. The project required that we first had to understand the elements
of that programme and then we had to define how the programme could be rolled out
to 20,000 employees in 80 locations. Every employee had to attend ten sessions, one
per week, each session lasting one hour. The investment was considerable, both in
purchasing the licenses and materials for 20,000 staff, but also in the manpower
required to implement the initiative.
During the course of this project, I attended meetings in Head Office. As might be
expected for a project underwritten personally by the Managing Director , there was
considerable buy-in from senior managers and the project team was a high powered
group – I was the lowest level of manager present. I worked with and became friends
with a number of very senior people in that company. The project was successful,
and I still have the plaque and certificate I received in recognition of my involvement
as a member of that team.
Two months after I returned from the project I received a telephone call inviting me
to run a new unit in the company. It was a lucrative promotion and it meant working
for a new boss. He wasn’t new to me of course, we’d recently worked together on a
quality project!
Volunteer to go on a project today, it is one of the fastest tracks available to

improving your status and opening up new opportunities within the organization.
2 Ask if you can be mentored by a senior manager/director
In your battle to win recognition and ultimately promotion, the mentor scheme
affords you a similar opportunity to that of shadowing (see Self-development for Free
- Way 6).
A mentor scheme is where the company allocates a senior person to be the mentor to
one, or more, members of staff. The objective is to give promising people the benefit
of direct contact with a senior person to discuss work situations, problems and
opportunities. The staff selected to be mentored are usually viewed as those most
likely to develop into tomorrow’s high flyers for the company.
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Whether or not a mentor scheme exists at your organization, ask for the opportunity.
If there’s no mentor scheme, why not? Shouldn’t it be considered? A host of other
major organizations do it, why not us? If you have a mentor scheme, you want to be
on it. Remember, you are in that special 1%.
3 Suggest a relevant project within the Department
Suggesting, taking charge of and delivering an in-house project is a superb way of

promoting your own capabilities. But a project on what? It could be anything, such
as cutting out unnecessary bureaucracy, reducing wait time in reception, improving
telephone sales, modifying operating hours etc.
Try the following practical example. You should know – if you don’t, find out by
asking – where the Department or unit is deficient or poor in specific activities or
processes. Gather the evidence of what this is costing in lost time, poor service, lost
opportunities as well as in financial terms. Suggest to your manager that you
convene a project to look at this aspect, which you have been looking at for some
time. Build up the dual benefits, of tangible improvements which can be made in the
problem area, plus the ownership of the staff having solved the issues themselves
through their participation in the project.
Of course you’d be pleased to manage the product, and keep the manager informed of
progress and outcomes. What a win for the manager, and it’s not bad for you either.
4 Suggest a suggestion scheme, but deliver it as an ideas session
Lots of people have good ideas but have difficulty in putting these down on paper
and they can be afraid of looking stupid. This is one of the real limitations of
suggestion box schemes. A more effective and proactive way of collecting new
suggestions is to have ideas meetings. These can be highly effective. Poor ideas are
rejected by peers, and not the faceless management, and good ideas command
immediate support and therefore stand a high chance of succeeding.
Propose to your boss that you organise ideas meetings. You can arrange the
timetable and invites etc, but also formally record the outcomes. Not only should the
company benefit by some new ideas which may never have come to light, you are
seen to be the initiator of this new scheme. Your boss can, of course, take the
suggestion of ideas meetings into his own circle of peers – thanks to you!
5 Already got a suggestion box scheme? Refresh it by converting it into ideas

meetings
Using the model described in previous Way, suggest to your boss that the current
suggestion box scheme should be replaced or supplemented by ideas meetings. If the
company gives financial rewards in the suggestion scheme, the ideas generated by
this new method should qualify for these payments.
6 Make more of your personal contacts
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Most people try and separate their work life from their private life. And this is
commendable. But there are likely to be a small number of people in your circle of
contacts who can be in a position to help in the success of your organization, and
therefore the security of your position. Have a look in your address book. Who in
there is a prospective customer, influencer, contact, supplier, promoter etc, in relation
to your company and your products and services?
Say to them this is the one and only time you would like to mix business with
friendship. They won’t mind. Most people want to help their friends. Ask them in
conversation. If it isn’t them, they may know someone else who might be interested
etc And don’t forget, you may be in a position to reciprocate.
Here’s the important bit. Having found out how painless this process is, suggest to
your manager that he gets all his or her staff to follow your lead. Thus the
effectiveness is multiplied. Real leads and business may be the result of this simple
device, and it’s all down to your idea.
7 Ask for more responsibility
Promotions occur when a vacancy arises or when a new position is created. As these
do not happen too frequently, you need to remind your manager of your capabilities.
Knock on your manager’s door and ask for additional responsibility. Are there any
activities which others are doing that aren’t being performed to the manager’s
satisfaction?
You’re not saying you’ve loads of spare time here. Quite the reverse in fact. You’ve
arranged your current role and responsibilities so that you are now in total control of
them. You want to assist if you can. Even if the manager doesn’t co-operate in this
idea, the message is that you’re ready whenever the call comes.
8 Propose brain storming sessions
The most under utilised resource in any organization is the staff. A method to
harness their input would be of real benefit at several levels. Simply encouraging
involvement of staff who would typically not be invited to put forward their views
outside of their specific area of responsibility is a positive process.
Suggest to your manager that you facilitate brain storming sessions of groups of staff.
If you don’t know how to do this, get a management book out of the library and find
out. This gives you organizational responsibility, provides potentially useful input to
your manager and the company, and the staff have the satisfaction of knowing their
views are valued. Is there such a thing as a win/win/win?
9 Offer to conduct a survey on the perception of others about your manager and
staff
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Many organizations conduct surveys relating to customer and supplier perception of
the company and its performance. Very few individual managers take this principle
further and use it on a local basis to determine how they are perceived by their
network of contacts.
Suggest to your manager that you arrange a localised survey regarding the manager
and the Department’s staff. If budget is available, an external company could
undertake this. If not, then suggest you facilitate a small group to conduct the
process. Genuine and local feedback like this is of tremendous value to your
manager. What a good idea.

It is a sad reflection on modern employment that many employees do not feel
particularly loyal to their company. I don’t mean that they would sell the company’s
secrets. Just that work becomes a chore, and they only do what is necessary to earn
their pay. You know giving is more powerful than receiving – right? So try some of
these Ways, and see how they repay you!
1 Suggest the updating and tidying up of the company’s reception area
Have you noticed how untidy reception areas can be? Magazines, newspapers and
company brochures strewn haphazardly around. Much of the material is out of date.
Sign-in books which have seen better days. Badges which don’t fix properly,
particularly to female guests. No welcome board or display to greet today’s visitors.
No coat hanging facilities. What an impression for visitors to the organization!
Remind your manager of how important this first impression is for your organization.
Suggest a plan of improvement. And propose a rota system so that individuals have
the responsibility for the quality of the reception area to ensure the improvement is
maintained. By taking this initiative, you are demonstrating your understanding of
the need to continually review the status quo.
2 Tidy up the communal stationery system and storage
Many organizations are inefficient when it comes to stocking and ordering day to day
stationery items. They frequently run out of pens, pads, fax rolls etc. This is usually
because it is perceived to be such a menial task that often it is left to a junior or is
part of someone’s responsibility who hasn’t got the time or interest in doing it
properly. What an opportunity!
Analyse the position and, if your organization or Department is guilty of this, think
up a system which remedies the problems. It isn’t difficult. Take the proposal to
your manager, remembering to include evidence of how poor the current
arrangements are and what the consequences have been.
48
Tell him or her that you will take responsibility for implementing your new system
and of ensuring that the staff know what the new arrangements are. This gives you
ample opportunity to ensure that you are known to be the person who recognized the
problem, thought up the solution and persuaded management to do something about
it.
3 For Managers running a budget or profit center, suggest ways of saving money
Controlling costs is a key task for managers, whether they run as a profit center or are
just working to a budget of spend. There are hundreds of examples in every
organization where costs can be reduced. The beauty of this suggestion is that you
don’t have to do any work to achieve the recognition for the idea.
There are professional cost control consultants now who work on a contingency basis
ie no savings, no fee. Suggest to your manager that you find out who offers such a
service in your area, arrange for them to propose their services and then, when one is
appointed, manage the interface between the two organization. In this way you are
involved in the line, and you can make sure that you are recognized as the process
instigator when the positive results start to filter through to your manager’s bottom
line.
4 Offer to keep the Notice Board tidy and up to date
Sometimes the smallest task can make the biggest impression. In many organizations
the notice board can be described at best as being somewhat out of hand. Notices are
pinned on top of notices, which are pinned on top of notices. Obsolete notices are
never taken down - you’re probably still advertising a training course which took
place six months ago, or the internal job vacancy where the application deadline was
eight weeks ago yesterday. And so on. The reason notice boards get like this is that
usually no-one owns the problem. A problem at work that has no apparent owner
should smell like an opportunity for you.
Convince your manager of what an inefficient impression the notice board gives, both
to internal staff and to any visitors who happen to see it. Suggest a simple system to
ensure what goes on the board is acceptable, and that the board contents are
maintained. A simple way of ensuring you get the credit, and the recognition, is to
have a small notice on the board itself asking staff to contact you if they have any
comments about the state and quality of the notice board contents.
5 Suggest quality improvement initiatives
Quality initiatives are often seen as the preserve of manufacturing activities. Too
often, administrative and office based processes are overlooked in terms of quality
improvement. Attaining quality standards, such as ISO 9000, can be a daunting
proposition. But there are many interim steps which can be adopted by an
49
organization in a less formal style to achieve similar ends. Everyone agrees that
quality is good for business. But what is good quality?
Observe areas of work in your organization where you know quality can be
improved. Ask for the thoughts of others too. Then, you only need to identify one
additional resource - this is someone who can talk sensibly about quality in the
context of your type of business. There may be an internal group within the company
who have such a resource you can call upon. If not, talk to the local Chamber of
Commerce for the names of appropriate companies, or look in Yellow Pages under
Quality Assurance.
Use this research to help you persuade your manager that internal quality
improvement initiatives would be a worthwhile venture – for him and the company.
Suggest that you can organise this, you already have the contacts….
6 Find and suggest ways to streamline systems and processes
Most people are happy to talk on their favourite subject – themselves. Given the
right prompting they will tell you exactly what problems they have with their job and
the systems they work with. Find out as much as you can about these areas. Ask
them for their ideas on how to improve things. Strangely, they are unlikely to have
taken their dissatisfaction or their suggestions to any manager - they won’t want to be
seen to be “rocking the boat”.
All you have to do is take the best of these ideas and suggestions, think through the
prospective benefits and present the alternatives to your manager. This is a win/win
for you. The manager attributes the good ideas to you, and you will also have shown
your interest in parts of the business that may not directly be in your area of
responsibility. A sure sign of someone destined for greater things.
7 Propose improvements to the company's appraisal system
Managers usually operate the staff appraisal system as directed by the center of the
company. Appraisal systems are often one of those activities which get implemented
as a good idea at the time, and then never get reviewed or changed. Look at your
own company’s appraisal system. Does it reflect the requirements of today? Are
areas and activities covered which are now irrelevant or obsolete? Does it take three
times as long as it should because the method is antiquated?
With a little bit of research you can find what comprises a modern appraisal system.
There are specialist companies who offer such systems, and your own contact in the
Personnel Department will probably know what else is out there. Armed with this,
you can suggest to your manager that there may be improvements which can be made
in the appraisal system This could save time, be more effective, more relevant etc.
Politically, all managers like having observations ready on systems which are
imposed on them from the center. This is particularly true if it concerns a corporate
50
Department, such as Human Resource or Personnel. The intelligence which you
convey to your manager about the state of the appraisal system will be rewarded.
8 Review the company’s marketing literature
Most marketing literature for any organization is produced centrally. The contents
are usually generated without reference to anyone who might be considered as being
at the front line of the company’s activities. Take a critical look at your company’s
marketing and promotional literature. Ask some colleagues to do the same. You will
be surprised at the comments, observations and suggestions you receive.
Compile these into sensible order and take them to your manager. You might copy
them to the Marketing Department. Your manager will use one, some or all of these
at the appropriate time when he or she is attending meetings with other managers.
They get useful ammunition, the company gets a contribution as to its marketing
effectiveness and you have demonstrated your initiative and creativity again.
9 Provide competitive intelligence and information
Competition exists in every business sector. Your organization will, or should have
people who are responsible for monitoring your competitors. But there can never be
enough competitive information. Make it your business to find out who your major
competitors are. Ask selective colleagues too. Create your combined observations
on competitor products, company, marketing etc.
Bring this information together at a discussion with your manager. Although it

hardly constitutes a formal survey, it is very special competitive intelligence from
people who know what they’re looking for. This information could be used in
several valuable ways by your manager so, as well as giving him or her an assist, you
have just awarded yourself a gold medal. Well done!
10 Update, renovate, refresh, modernize filing system
Filing systems are particularly unglamorous and of very little interest to anyone.
Until, that is, they want to find that important document.
In most organizations the filing systems were set up years ago, and have had
additions grafted onto the index mechanism. The outcome is usually a hotchpotch of
a system. Where there’s a problem, read opportunity for you!
Look at the filing systems in your Department. Select the one that gives most pain to
your manager. Check this out with others. Then go to your manager and suggest that
efficiency improvements could be made if the particular filing system was
overhauled. You may also like to suggest a specific individual to carry out the task
on the basis that they are more familiar with the content of the filing system
concerned.
51
This is some result for you. You don’t have to do any of the hard work because there
is an obvious candidate - who you have suggested. But it was you who spotted the
problem that effects the manager before anyone else, and therefore it’s you who gets
the credit.
11 Look for physical security weaknesses and suggest improvements
Security is an issue of growing importance for all organizations. Physical security

refers to buildings and car parks, paper files and documents, and access to offices
where people work.
Look around and see if you can see any weaknesses in any of these areas. Ask others
the same question. Think about how these could be improved. Take your findings to
your manager.
Here you are demonstrating your concern for the welfare of colleagues and of the
company. This is a superb opportunity for your manager to gain lots of kudos
internally, thanks to you.
12 Look for computer system security weaknesses and report on them
Whenever you use a computer system at work, you should look out for weaknesses in
security which will allow others to gain access to data they should not be allowed to
see or copy. Ask others who use computer systems if they can see any of these
loopholes. Also see if you can think of ways in which to correct these situations.
Summarise your findings including, in particular, your thoughts on the implications

of such breaches of security should they arise. Take your information and
suggestions for improvements to your manager. Even if the result of your enquiries
is that security is good, it is worth taking this outcome to your manager too.
Whatever the results, your initiative will be noticed.
13 Identify weak links in processes
Most processes in an organization are a series of tasks. The process may be carried
out by one person, or involve the participation of a number of people. By taking it
upon yourself to observe and ask questions, you can find out from those involved
where the processes they are concerned with have weaknesses or failings. They will
also usually have ideas on how to fix the problems. Of course, no-one will have
asked them about this before, because “we always do the job in this way”.
52
The outcome of this research should be presented to your manager. You have taken
it upon yourself to look for areas where processes can be improved. This will benefit
the company, help the manager, and do you no harm at all!
14 Identify bottlenecks, and suggest ways to overcome
In many organizations the growth in workload creeps up slowly and is not obvious. A
consequence of this is that bottlenecks in processes are also not always obvious.
Ask around and see if your Department is suffering from anything like this. Get a
feel for the growth curve, and how it will develop in the future. While you are at it,
find out from the staff involved how they feel the situation can be alleviated.
Take the findings in to your boss. Tell him or her of the consequences of not doing
something about the problem, suggest the improvements, and feel smug. Any
problem areas brought to their attention, of which they were not aware, is a real
bonus for them and, of course, a winner for you too.
15 Identify where you believe money is being wasted
Costs are one component over which your manager has some degree of responsibility
and control – in theory. But they may not be fully aware of every purchase made or
service entered into. Find out any area where you think the current practice is costing
the organization more than it should. Ask your colleagues. Having had your
suspicions confirmed, look for alternatives which are better priced or represent better
value, but which don’t compromise on quality or service.
Take these findings to your manager. As he or she is likely to be measured on the

bottom line and, in some cases have performance bonuses based on these numbers,
they will be very pleased to hear from you on this topic. Taking this a stage further,
suggest that this kind of review should be a regular feature for the Department, and
offer to instigate a process and schedule to ensure it happens. What an employee!
16 Suggest ideas for marketing the company and its products or services
Marketing Departments don’t have the monopoly on good ideas. You know your
company and its products, you may even be a customer of those products. What
would entice you to buy or use your company’s products or services? Ask around,
find out the views of your colleagues and friends.
Collate these ideas and submit them to the Marketing Department, copied of course to
your manager. Nothing may happen, but your inventiveness and creativity will be
noticed. Particularly as the normal employee interest level into areas outside of their
job role is typically one of the apathy.
17 Identify any obsolete processes
53
In the work environment, once a process is implemented it can be there for years.
Every office is built on the basis that how it's done is passed on from generation to
generation of staff. Not many people ask why? If your Department has processes
which are creaking, this is an opportunity for you. Find out how relevant these tasks
are today, how they could be improved or replaced. Get the thoughts of those
carrying out the functions.
Take the findings to your manager. Explain the reasoning and the benefits. You
might offer to oversee any changes. This may well prove to be a no-cost
improvement for your manager, which could also be very beneficial to you and your
career.
18 Pass on observations about competitors
Always keep your eyes and ears open in relation to the activities of your competitors.
Notice where and how they do things better, whether they have better products or
services, if and how they promote better etc. Never assume that someone else will
see what you see. Ask others to do the same, and co-ordinate the feedback. Feed
your information into your Marketing Department, copied to your Manager.
19 Identify any reports or documentation which are unnecessary
Even in today’s world of computers and electronic communication, we still churn out
paper reports and documents at an alarming rate. Like many things in the work
environment, once a report is produced it tends to keep getting produced to the
agreed schedule, regardless of whether it is needed. Look around, and ask others.
Are their reports and documents produced by or for your Department which are not
now necessary? Or could they be delivered in electronic form?
Take your summary to your manager. Anything which saves the company’s time or
money is a worthwhile proposal for which to be responsible. And your manager will
appreciate your proactive approach in detecting these matters.
20 Suggest the creation of efficiency improvement teams
Many organizations bring in groups of experts to conduct efficiency surveys. In

reality, the people who are best placed to identify what efficiencies can be made are
the staff themselves. It is also true to say that imposing change is not the best way to
ensure change is effected.
Suggest a scheme to your manager whereby groups of people are given the
responsibility for identifying changes to their sphere of operations and processes with
the objective of making improvements. This could be tackled one area at a time. You
could arrange the schedule and co-ordinate the results. Savings are great for the
manager, and good for the company. They are also useful for those who wish to keep
a job.
54
The best way to demonstrate to your manager that you’re capable of promotion is to
suggest initiatives which may be considered the province of management. In other
words, act like a manager! In this way, you prove things to yourself and to your boss.
1 Propose a health & safety at work initiative
Most people at work have no idea what health and safety regulations relate to their
job and their work environment. In many companies the issue raises its head
retrospectively, in other words when an injured member of staff tries to sue the
company for being negligent in conforming to these regulations.
There is enough ignorance and potential fear around for you to convince your
manager that it would be a sensible idea to convey health and safety information
more formally. Suggest that you organise such sessions, arranging for and inviting
relevant people to talk to staff about relevant aspects of health and safety. The Health
and Safety Executive would be delighted to help. Your manager will be seen to be
proactive, and you will naturally be right in the middle as the initiator and organizer.
2 Produce an outline of the latest management fad
Managers are bombarded from all quarters with new management ideas and
techniques. Pick the latest one of these and do some research into it. At the time of
writing, Feng Shui would be an appropriate selection. Find out what it is, what it
requires, what it promises, what it costs and how it’s implemented. Produce a short
report – a synopsis - and give it to your manager.
It doesn’t really matter if your report is merely “filed”. You’ve made your point.
You’re abreast of what is happening in management, you’re up to date. You’re ready
for bigger things.
3 Provide feedback on non-performing or disruptive colleague
As an individual, your job security can depend upon the performance of others. If
you allow a person to knowingly get away with under performance, or disruptive
behaviour, and this impacts on the perception of others of your performance, you
have the right to do something about it. Why allow someone else to threaten your
livelihood? You are not responsible for them, you did not appoint them.
If someone is causing your position to be insecure, you owe it to yourself and your
family to tell your manager of the problem. If you can’t face a meeting on the matter,
send an anonymous memo. But, do something!
55
4 Propose that you train other staff members
When you are perceived as an expert in an area, other people want to know what you
know. Take the proposal to your manager that, if there enough interest, you would
be happy to convey your knowledge to others in the form of a presentation or training
session. This shouldn’t be limited to staff in your own Department. If it’s relevant,
get invites out to staff in other parts of the company.
It’s amazing how your status will increases through being seen as the person who is
leading the rest.
5 Combat staff cynicism
Organizations reflect the feelings of their staff. If the staff are despondent or
disbelieve in their company, its products or management, this will show in all their
dealings and contacts. The consequence of this spiral is obvious, yet most people
contribute to it without thinking.
While you can’t change this attitude everywhere in the company, you can make a
start by suggesting a scheme in your Department to help restore belief and confidence
in the company. Get hold of your manager, or their manager, and suggest that staff
confidence needs improving. The best way is by communicating. Offer to help set
up channels of communication so that people can air their views and get replies from
those in authority. Don’t let things fester. And don’t neglect this issue, even if your
company doesn’t appear to have this problem. Get these communication channels
open and you will help to sustain your company, and your job.
6 Offer to help your Manager
Most Managers are too busy. They have more to do than they can effectively
accomplish. Offer to help. On an ad-hoc basis you could probably compile a report,
gather information or statistics, create the outline presentation, fill out a return etc.
He or she may refuse - but you've made your point. This isn’t crawling to the boss,
it’s ensuring your manager is as effective as possible while at the same time giving
you detailed exposure to some aspects of the management role.
7 Suggest how your Manager can better communicate with his/her staff
How often do you hear from the staff that they are the last to know? They feel
ignored. They don’t know what’s going on. “The company never tells them
anything”. If staff in your Department feel like this, think of ways in which this can
be improved. The root cause is simple. It’s not the content of any communication that
is usually the problem, it’s the lack of communication.
56
Discuss this with your manager. He or she probably doesn’t even know there is an
issue in this area. Suggest how it can be remedied. Your manager gains from being
seen to recognize a concern of the staff and acting upon it. You gain from being the
one who has taken the initiative to do something about it.
8 Suggest new ways in which your Manager can appear in a more positive light
Good managers know that they get maximum performance from staff if they have
their respect. How is the manager perceived in your Department or unit? You know
how you feel about your manager, ask others for their opinion. Take a straw poll.
How good is the manager? How could he or she improve? What need he or she do to
gain their respect?
Take your findings to the manager and suggest steps he or she might like to consider
taking in the light of the feedback. Helping to make your manager more effective
makes your job safer.
9 Suggest areas your Manager can delegate
Managers are frequently asked to do more and more. This is the modern culture of
corporate life. They rarely have the time to review their workload objectively. If
you have the opportunity to see the roles and functions of your manager, you should
be able to detect activities which he or she could delegate – preferably to you.
Suggest you can help by taking on some of the administrative aspects of the
manager’s job. By saving their time you are building your reputation with your
manager, and the delegated tasks may bring you into contact with others from your
manager’s circle who could be beneficial to your future. Another win/win for you.
10 Suggest your boss regularly starts new initiatives
Most people need to be constantly reminded of the need to maintain high standards of
quality and service. Regular initiatives can help in achieving this. Examples might be
relatively simple, like not accepting written communications can go out of the office
where the customer or prospect’s name is incorrectly spelt. Or ensuring company
vehicles are clean - inside and out. Or returning phone calls or e-mails promptly. Or
always answering your phone within three rings.
Suggest that you get some initiatives going and offer to organise and implement
them. Maintaining good performance in small areas such as these contributes to the
reputation and well-being of the Department, the manager, the company and you.
11 Suggest your Manager intervenes in a negative customer situation
57
All managers like to be associated with positive customer situations. Great managers
will also get associated with negative customer situations. Whenever a negative
customer situation arises the natural inclination of those involved is to hide the
problem, and not let the manager see that this has arisen. With any luck it will go
away. The problem with this strategy is that bad situations have a tendency to get
worse.
Any good manager will want early warning of bad customer situations developing.
Take it on yourself to ensure this happens. If your role enables it, bring customer
relationships issues to the attention of your manager sooner rather than later. He or
she will thank you for it.
12 Identify any outsource activity which is being performed in a sub-standard way
A current vogue for many organizations is to concentrate on what they term “core
activities”. A consequence of this can be that some activities are outsourced to other
companies. Common examples are cleaning, security and catering. Outsourcing can
have variable results. Find out what activities your organization has outsourced. Ask
around, and see how well they are being performed.
Pass the information to your manager, good or bad. This could be very useful to him
or her politically. And your co-operation will be welcomed.
13 Review sign-off limits
Sign-off requirements for purchases, expenses and the like, have probably been
around since the year dot. Sometimes decreased limits are brought in during times of
financial pressure, and are never reverted back when the crisis is over.
Sign-off limits can be extremely restrictive and time-wasting eg "I have to go up two
levels to get permissions to order x amount of value on stationery". It's worth
checking what the position is in your Department.
Ask your manager if you can review these. The outcome might save them time, it
will certainly be appreciated by the staff. And all because you had the idea in the
first place.
14 Ask if you can review the regular meetings schedule
In most organizations, meetings breed other meetings and sub-meetings. Many

people delude themselves into believing that meetings equate with work.
If they’re continually attending meetings back-to-back, then they must be working
hard! The reality is, by common consent, meetings are one of the most inefficient
ways for a company to take decision and make progress. However, once a meeting
gets established, it can become a regular. It will stick forever, become a permanent
part of the calendar and rarely be reviewed for current relevance.
58
If your manager seems to be engulfed in this, suggest you undertake a review process
for him or her. You’ll research their standard meetings schedule to find out the
relevance of individual meetings, the meeting status politically, the need to attend,
benefits to the Department and the company, composition of agenda (and hence its
length) etc. And while you’re at it, propose that this process is undertaken for all the
staff in the Department. This is a simple way to claw back huge amounts of
unproductive time, to the benefit of everyone concerned. Appreciation will flow
endlessly towards you.
15 Suggest that every Manager and Director meets at least one customer each month
In many organizations, Managers' and Directors' diaries are filled with activities
which are mainly internal. They rarely have the time to be in contact with the people
who matter most to everyone working in the organization - customers. Yet time
should always be found for this activity.
Remind your manager of this, and he or she may wish to play the suggestion
upwards. The worst you have done is cemented in your manager’s eyes the fact that
you at least understand the importance of customers to the company. Clearly if a
major customer contacts initiative is subsequently announced, then you can be pretty
pleased with yourself, because for sure your manager will.
16 Suggest new structure for your Department
Departmental structures have a tendency to change when major re-organizations

occur. They then seem to stay the same until the next re-organization. The pace of
change in a particular Department of a business can mean that the present structure
becomes outdated. If this is the case in your unit, make it your business to find out
what problems are being caused by this. Also seek suggestions from those involved
as to how best to remedy the problems.
Talk this through with your manager. Put forward the proposals which might resolve
the issue. Offer to manage the changes. The staff will be pleased because they
identified these in the first place. Your manager is happy, because the staff have
resolved a problem for themselves without him or her having to get involved. You
are happy, because another of your initiatives has yet again set you apart as
something special.
17 Suggest you sit in on appropriate interviews
Interviewing is a skill which most managers require. Given your ambition, a

suggestion that you sit in and observe selected job interviews may be received
positively. If acceptable, you could further assist the manager by conveying the view
from the front line to the candidate, and also provide another assessment of the
interviewee.
59
This kind of request would be flattering for the manager - to have someone want to
observe him or her in action. If granted, it would be good self development for you.
If your request isn’t granted, you’ve still shown your ambition, your willingness to
learn and your creativity in finding ways to assist your own development.
18 Show how to save money on consultants
External consultants are used by many organizations. Their sphere of operation can
be wide. Sometimes, consultancy companies provide a lower level of resources to
undertake the assignment than the quality of the team fielded to win the work. If you
have consultants in your organization, make a point of getting to know them and
finding out what they are doing. Also try and assess the quality of their work. Ask
others who may be more closely involved than you.
If your findings merit it, take them to your manager. He or she may seek a review of
their performance quality. There may be company politics at play. Either way,
you’ve done your bit by showing you only want the best possible for your company,
and you can always be relied upon to bring to light areas which potentially don’t
meet that criteria.

And finally…
And now, the final few words.
First of all, a sincere thank you for purchasing “100 Ways to Influence Your Boss”,
and for reading it right up to the end. I hope you have learned some things of real
value, which you will be able to put into practice.
I would be pleased to receive any comments on the book. You can email me at
brian@workwinners.com or telephone +44 (0)870 450995 (Weekdays during UK
business hours, please).
You know that life is all about choices.
Well, you also have choices in your working life.
• You might choose to ignore all of the 100 Ways in this book.
• You might choose to wait for promotion opportunities to arise.
• You might choose to believe that your job is safe and secure.
• You might choose to wait for something better to turn up.
60
I know 99% of people will choose all of these. And they will therefore miss out on the
opportunity to create a better future for themselves. They will also be no safer in their job
than they are today……
But I also know 1% will choose to make things happen.
Make it you - join the 1% club. You can do it!
Be positive
Be different
Get noticed
Have confidence in your abilities
Seek out and develop networks of contacts
Don’t just follow the crowd
Take responsibility for yourself…….
About the author …..

“Brian McGregor made a successful and cost effective contribution to the company and I
would use his services again on other assignments. I would also be pleased to
recommend him to prospective clients.”
David Mahoney, Business Development Director,
AT&T
61
“I have found his input to be of significant value, and would not hesitate to recommend
his services to others.”
Trevor Gillis, New Business Director,
IT Services, British Nuclear Fuels Ltd
“His experience coupled with his professional approach resulted in him making a most
valuable contribution to our company. I would have no hesitation in recommending his
services to others.”
Alan Ball, Chairman and Managing Director,
Barwick Systems Ltd
“The work produced has been entirely satisfactory and to high quality standards. I look
forward to working with him again”
Fred Stephen, IT Services Manager
Newcastle City Council
Brian McGregor is a specialist in the areas of performance and effectiveness of staff and
management at work. He provides consultancy services, and writes and speaks on these
important elements of the modern workplace. He has a wide range of personal
experience in the dynamics of organizations. This has been gained through employment
and in consultancy assignments in large companies, the public sector and small and
medium sized businesses. He has also owned and run companies.
62

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100 Ways

100 Ways to Influence Your Boss

Job for Life?

Job Promotion for YOU?

How Do You Win Promotion?

100 Ways to Influence Your Boss

• What are Your Options?

• The Way Ahead for YOU

The 100 Ways to Influence Your Boss

Index of the 100 Ways

Details of the 100 Ways

About the author

The Second Option

The Way Ahead for YOU

• Your own job will be more secure,

Who is Your Manager?

Be Unusual, Be Noticed (Ways 19 – 36)

1 Arrange for special activities to raise funds at work for a charity

Self-development for Free (Ways 37 – 53)

1 Suggest a first aid initiative

Reach for the Stars (Ways 54 – 62)

1 Volunteer to become involved in company projects

1 Suggest the updating and tidying up of the company’s reception area

Muscle in to Move on (Ways 83 – 100)

1 Propose a health & safety at work initiative

100 Ways to Influence Your Boss

2 Cut some relevant articles out of newspapers or magazines

Management can sometimes be a lonely occupation. No matter which way your

Your reputation will be enhanced in a couple of ways. First as an employee who is

3 Subscribe to and bring in to the office appropriate publications

4 Ask for Customer Services training

At the other end of the spectrum, on a consultancy assignment in a public sector

Incidentally, if you are particularly interested in books and self-development, then

6 Visit other Departments in the organization

7 Learn about a new IT issue and produce synopsis

8 Become an "expert" in a topical area

Let me make it clear, it is certainly not a waste of time to become known as an

9 Seek to improve office layout

It varies enormously from company to company. It might be an estates department,

Office equipment tends to be acquired and replaced on a needs must situation. It is

11 Suggest steps that will improve internal customer service

12 Identify company and management inconsistencies

13 Suggest tangible ways in which your unit can add value

15 Suggest ways of getting your company or your people in the news

16 Ask if you can conduct a survey of memo and e-mail traffic

17 Suggest a review of any telephone dialling restrictions

2 Suggest you offer your boss as a speaker at relevant business events

If your manager likes public speaking, it is a smart move to engineer more

3 Suggest a review of your company’s ecological position

4 Suggest a stress control initiative

In today’s workplace, stress is a serious issue. And it would indeed be beneficial if

5 Suggest team building training

In many organizations, encouraging staff to work together is an effective contributor

6 Re-decorate the office to improve staff performance

7 Identify staff in other Departments who will strengthen your unit

8 Suggest an outsider comes into the office and observes

9 Help your manager to get promoted

10 Identify talented people in your own Department

But, don't go overboard. If a talented person could represent a threat to your

15 Ask your boss to leave his or her door open

16 Recommend that your boss doesn't take phone calls in meetings

17 Suggest your boss holds meetings where everybody stands up