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> I am asking this because I was recently asked by my manager not to give talks in really difficult to get in industry events, despite of getting an acceptance. Why? You have basically two options here: genuinely work towards mutual benefit, or deceive and "manage up" and look out for your own interests while you work on finding a better manager with whom you believe you can genuinely work towards mutual benefit. Many companies have a rotten culture and no other manager at the company will be really better. Many do not, and the idea of managing your manager is foreign to people who have only worked such places. If your manager has a good reason (e.g., your talk is likely to reveal trade secrets), work with your manager, who should genuinely want the people they manage to be the best people they can be - including letting them find roles or employers they'd like better, because open headcount is better than continuing to employ an unhappy employee. If your manager is scared of having excellent employees, make plans to leave. Either that manager has internalized this fear, or the company's incentives for managers (i.e., the things on your manager's own performance and compensation review) discourage the manager from helping you grow, and neither of those situations is worth trying to solve. In the first case, you can try an internal transfer if company politics permits it; in the second, you probably need to find another company. (If you need to deceive, I'd maybe go with something like, the event expected that I'd present and backing out would be bad for our company's reputation, but I'll avoid this in the future. Then go to the event and figure out who's hiring.) |