One of the most common obstacles people face in their careers is a bad relationship with their boss. Difficult relationships with supervisors lead to missed advancement opportunities, forced resignations and damaged professional reputations. Many otherwise-solid managers, adept at motivating and anticipating the needs of their staffs, overlook the importance of building strong upward relationships with their own bosses.

The relationship with your boss is key to success in your current position and advancement in your organization. Why? Not for the reasons often associated with getting along with your boss -- political maneuvering or apple-polishing. To the contrary, you and your boss share a critical interdependence that makes the development of a strong and trusting relationship essential for each of you.

Work on Relationships

Managing up means focusing on the relationship with your boss to obtain the best results for you, your boss and your organization. Actively managing your relationship maximizes both your ability and your boss's ability to contribute to the organization, and it helps you weather the inevitable conflicts that will occur occasionally. Your supervisor has critical information and an organizational perspective that you need in order to most competently perform your job while staying in line with your company's growth and direction. He can share developments that occur at higher levels in your company and can update you on emerging priorities. Your boss can connect you with other areas in the organization, ensuring that your department stays at the core of the company's growth -- vital in today's corporate climate. And, of course, your boss can serve as your advocate when you need resources and cooperation from other departments or divisions.

Equally important, your boss needs you in order to accomplish his job effectively. Your supervisor needs your support and insight to advance his priorities and agenda. He needs to be kept informed and advised of concerns you see from your perspective in the organization. Too often, individuals higher in organizations miss out on critical information about problems others can more easily identify, hindering their effectiveness and abilities to advance their broader agendas.

Two key factors influence your ability to build this critical relationship: Understanding your boss's goals and priorities, and understanding your boss's work style. Knowledge of each will help you take the steps to rebuild your current relationship or build a solid foundation with a new boss.

Understand Your Boss's Needs

Consider the key priorities and projects your boss needs to accomplish. Take the time to anticipate and appreciate the pressures of balancing multiple priorities and conflicting needs. Reflect this perspective in your approach to your work. How do your projects fit within this larger context? Would accomplishing your goals advance your boss's priorities or inadvertently conflict with another team that reports to him? Tie your work to the larger goals of the division. Value your boss's time. Plan your meetings carefully, gauging your project's level of priority within the division.

Understand Your Boss's Work Style

Is your boss formal or informal? Does he like to be briefed in writing before meetings or prefer to brainstorm issues with you? Is your supervisor a hands-on manager who likes to be consulted about issues as they arise, or will regular and informal updates make your boss think you aren't taking the lead in performing your managerial role? While you might think your manager would be pleased that you keep him in the loop, his work style may value a manager who acts more autonomously. Pay attention to the differences in your work style and your boss's style. Where possible, make adjustments to be consistent in style, eliminating unnecessary annoyances that can build into real miscommunications.

Evidence suggests that the most effective individuals in organizations understand management is not unilateral. Building a solid network of collegial relationships is critical, as is an informed and motivated staff and recognition of the interdependence between you and your supervisor. This recognition ensures you stay in close alignment with the vision and direction of your organization, and gives you the tools and opportunity to advance.