Julie Zhuo

You can be someone’s manager, but if that person does not trust or respect you, you will have limited ability to influence him.

How do I make decisions?
What do I consider a job well done?
What are all the responsibilities I took care of when it was just me?
What’s easy or hard about working in this function?
What new processes are needed now that this team is growing?

It may seem counterintuitive, but the feedback process should begin before any work does.

“Does this feedback resonate with you? Why or why not?

The key is to treat your manager as a coach, not as a judge.

Whatever the skill, don’t be afraid to ask, “Hey, I’m really impressed with the way you [do X]. I’d love to learn from you. Would you be willing to grab a coffee with me and share your approach?”