“There is no[thing] better than adversity. Every defeat, every heartbreak, every loss, contains its own seed, its own lesson on how to improve your performance the next time.” ~Malcolm X~
When Stacy started work, she found it exciting and rewarding. She felt she was moving up and making a difference. But lately, when she walks in the door at work she feels drained and unenthusiastic.
A few weeks ago, Stacy decided to face this frustration. What was going on at work that created a feeling of DE-motivation? What was causing her to be less satisfied with her job and less willing to dig in and get the work done?
She decided to list her concerns and then figure out what to do about it. At the end of the week, Stacy’s list of demotivators at work looked like this:
- Micromanagement. When she first started work, she needed some extra help. But now that she was confident in her work, the micromanaging seemed interfering. It made her feel like the boss didn’t trust her.
Solution: Before a project starts, Stacy will talk to the boss about the expected standards and the basic approach. She’ll understand the guiding principles the boss wants to see in the job.
Stacy knows her boss is a worrier and stresses. So she decides to really work on building trust with excellent work. Also, she’ll try to control the conversation by initiating frequent progress reports to help him see that the work is progressing smoothly. Be detailed and specific. If she has questions, she’ll ask for clarification quickly.
- Slow Progress. Stacy had moved from a small company to a larger one. There are so many more layers of management here that it seems to take forever for decisions to be made. She’s suggested some real cost saving initiatives… but nothing seems to happen.
Solution: Stacy decides to more closely align her goals with the company goals. She decides to talk with her boss about what is most important in the company’s eyes for her to accomplish. Perhaps what she thinks is important isn’t exactly on target.She also decides to focus on what she can control and do excellent work there, while she waits for progress on some of her ideas.
- Rewarding poor performance. Stacy still smarted from a slight from last week. She’d worked overtime on a project why Ernie had been on vacation. Yet in the meeting where the project was presented, Ernie got the praise. Talk about a demotivator!
Solution: Stacy decided to make sure she was the presenter on projects she had major input on. She would prepare comments and speak up more at meetings to make sure people were aware of her contribution. If necessary, she would schedule face-time with the boss on a regular basis to keep him informed on her work.
- No connection with co-workers. Stacy had been close to her co-workers at her last job. Here, she felt a bit excluded. She really didn’t have any good friends at work. In fact, she didn’t know much about them at all.
Solution: Stacy decided she needed to reach out and connect on a more personal level. She needed to get to know about her co-workers—their families, hobbies, and interests. She decided to start inviting them out to lunch one-on-one and showing interested in them as a person and not just as a co-worker.
Stacy was surprised to find four things that led to her demotivation at work. But once she made a game plan, she felt excitement come back into her day. Now she had control and could make her plan work. And it wasn’t a surprise to her that after a few more weeks, she had friends among her coworkers, her boss was micromanaging less, and she felt like her performance was accurately recognized. As for the layer of management that made progress slow? She discovered a mentor could also help cut through some of the red tape!
If you have a motivation problem at work executive coach Joel Garfinkle can work with you to find solutions.
Do you ever feel burned out or demotivated? What causes your demotivation? And what have you done about it?
“Setting goals is the first step in turning the invisible into the visible.”
The people I work with on a daily basis appreciate the work I produce. But I’m having trouble expanding my reputation for high-quality work beyond them. How should I approach my work in order to become more visible in my workplace?
Here are a few strategies that will help you gain visibility, which requires careful self-branding. In contrast, passively letting your quality work speak for itself would leave you unnoticed, although many people view this as their sole strategy for advancement. These strategies will help you create a strong visibility plan that will make key players throughout your organization appreciate your great work.
- Identify key decision makers in your company and gain exposure to them. Make a list of all the key decision makers in your organization, and create a strategy for becoming visible to each of them. You might have another colleague who can introduce you to them, for instance. Once you gain visibility and a rapport with these individuals, you can contact them for advice, support, or mentorship.
- Gain face time with the C-level executives. Don’t be intimidated by a person’s title, reputation, or fame. After all, they were all where you are today at one time in their careers. Reach out to them and make sure they know who you are. They will genuinely appreciate your initiative.
- Share your exciting achievements with all of these higher-ups. Remember that you’re not bragging; you’re sharing developments that benefit the whole company. Frame your announcements in this way, focusing on how what you’ve accomplished is helping the organization.
- Seek out the answer when a higher-level leader asks a question. When a higher-up lacks clarity on an issue and doesn’t have the solution in that moment, work to provide the answer. That person will come to rely on you as a problem-solver, seeing you as creative, driven, and reliable.
- Speak up during meetings to demonstrate your expertise and self-confidence. Remember, it’s normal to be nervous at first. Prepare thoughts that you want to share in advance, so you’ll be more articulate in the moment. Others will see you as more knowledgeable and capable as you become more vocal in meetings.
- Ask your mentors to introduce you to top executives. You may have already cultivated relationships with a few mentors who have networks of executives with whom they interact regularly. (If not, work to foster these relationships.) As your mentors get to know you and your work, they’ll come to see that connecting you with these inﬂuential individuals will beneﬁt everyone.
In short, don’t make the mistake of assuming you can let your good work itself speak to your skills and talents in a way that makes others take notice. You need a strong self-promotion strategy to advance in your career. Follow this advice, and you’ll get there.
Call to Action:
Want more advice on how to increase your visibility in the workplace? Evaluate your visibility via assessment so you can learn the ten areas you must emphasize to be visible.
Have you used any of these tips for increasing your visibility? What results did you see?
“The secret of getting ahead is getting started.”
~ Mark Twain ~
Client Mark asks: I’m mostly quiet at meetings. I’ve always thought that if I just do my work, it would speak for itself. But it’s not working. I think I need to speak up more. But what is the best way get my opinion out there?
Coach Joel Answers: Mark, you need to trust that your opinion matters. No one sees the world through your perspective. No one else has your unique blend of experience, knowledge, understanding and skills. In order for your group and organization to perform their best, they need varied input. They need your input.
When you share your opinion you stand out and become recognized. As you do so, you create value and that impact sets you up for promotions.
If you have been a worker-bee, or shy and deflected attention, it may be hard to take the risk of sharing your opinion. But doing so will increase your confidence and help you be more widely known.
Let’s talk about the when, where, why, and how to make your opinion take you to the leadership position you desire.
- When to share: Good leaders listen first. Take time to process what has already been said. Then see where you can add value. You may want to start sharing your opinion in smaller groups. But ultimately you want your manager’s bosses, and a wide range of people to hear your opinions.
- What to share: Take an honest look at your level of expertise and your strengths. You really have a lot to offer. Think about what you can add that will move the conversation forward. Of course you don’t want to duplicate what someone else just said. Don’t waste time adding your me-too experiences or examples.
Look for ways your opinions can provide solutions, build consensus, or shed new light on concerns. These kinds of opinions will show others your talents and skills. They will demonstrate what you offer the organization. When others hear your opinions, they can recognize your value, appreciate your contribution to the company, and leverage your talents.
How to Share. Share with confidence. Yes, it feels risky, but it’s important to step up and speak out. Be sure you do not apologize or minimize your contribution. “I just… um… thought…ah… perhaps…” In the beginning you may want to plan out what you’ll say.
- Share your opinion in in writing. You can take the time to think through how best to express your thoughts. You can write an article, send an email, or a memo. The advantage of written opinions is that it’s easier to share them up and across the leadership chain.
- Write out what you want to say at meetings. Prior planning can reduce your fear, build your confidence and help you express your thoughts more clearly.
- Schedule one-on-one meetings. You may find it easier to share your opinion with one person at a time at the beginning. Then you can move on to small groups and finally to large meetings.
Why share? Leadership and visibility require each other. If you want to advance, you have to be visible. When you speak out and share your opinions, people will see you as someone with power, inﬂuence, authority, and leadership. If you stay silent, you won’t be noticed, and your career will stall out. When you actively add to the conversation with insightful, thought-provoking opinions you stand out. You increase your value to the company.
Is it time for you to speak out and have your opinions heard and respected? Contact Joel and find out how you can maximize your potential.
Talkback: Let me know about a time you spoke up and it changed your career path.
Image courtesy of Pixabay/ pixabay.com
“If opportunity doesn’t knock, build a door ”
~ Milton Berle ~
You’re good at your job – you have great reviews, get excellent results, and you’re well-liked. Maybe you’re fairly new to your career, or maybe you’ve spent years at the same job without a promotion. Either way, if you if you keep performing, your success will be rewarded…right?
Unfortunately, no. Talent and results alone will not see you succeed. That may seem like a harsh statement after all the hard work you’ve done, but time and again, studies have shown it to be true – good work alone is not enough. You will need to take control and guide your own career in order to attain the success you have worked so hard for.
So what are you going to do? You’ve already done everything in your job description to meet and exceed expectations, so what’s next? In the new art of getting ahead, you’ll need to expand your efforts, and manage the following.
First, take stock of your own true strengths and weaknesses, and then compare them to the perception of your skill level in your organization. Ask yourself:
- Would I consider someone with my perceived skill to be ready to take on the next level challenges at work?
- What are the gaps in my skills?
- Am I missing out on opportunities to showcase my talents?
- Considering my next desired move, what traits would I most like to highlight?
2. Increase your visibility
To get ahead, you have to get noticed. If your upbringing, culture or general personality means you’re someone who is uncomfortable with “tooting your own horn,” don’t despair. While you will have to graciously take credit for the work you’ve done, self-promotion is hardly the only tactic. Consider some of the following to help you make yourself more visible:
- Identify an advocate who can speak on your behalf – with a senior partner, manager or trusted advisor working to raise your profile, you won’t have to be so aggressive in self-promotion.
- Take on high-profile assignments – working on projects with a higher visibility will translate to higher visibility for you. Taking on those things your boss or executive deems important will help make sure that your added value is noticed.
- Leverage opportunities to interact with leaders – seize those chances to rub elbows at meetings, on projects or at volunteer functions with the influential people at your meetings. Engage them in conversation, ask questions and talk to them about your successes.
3. Exert your influence
Finally, leadership requires influence to be successful. People follow leaders they believe in. Influential leaders can build connections across business units, within their teams, and with management above. People – above and below – need to see that you can inspire action and positive change. This is critical and far more potent than any attempt to lead through authority, title or power. Consider your strengths and weaknesses in the areas of:
- Reputation – Consider your work history and where you’ll need to build more value to create a solid foundation.
- Skill set – Examine your areas of expertise. Consider the tools you’ll need to succeed.
- Executive presence – No matter what level you currently lead, when you have executive presence, people are attracted to you as a leader. There are always opportunities to practice that assured sense of self that draws people in.
- Likeability – Does your leadership motivate others? Practice positive, mindful direction – success comes when others inspired by your presence and want to do their best work on your team.
- Persuasion – It is a powerful tool to be able to sway others. Persuasive leaders know how to build consensus and see their point of view.
There’s no doubt that it takes a lot to get ahead. Beyond just hard work and solid results, you need the tools at hand to get noticed and attract others to your cause. Practicing these skills will put you in good stead to land that big project or promotion you’ve been seeking.
Talkback: What techniques have you used to change your perception or increase your visibility? Comment below and share your successes in getting ahead.
Image courtesy of Pixabay/ pixabay.com
“Speak clearly, if you speak at all; carve every word before you let it fall.”
~ Oliver Wendell Holmes Sr. ~
Jonathan is a valued member of his company – over the past few years, he has become a solid performer and a cheerleader for others his team. His colleagues know they can rely on him and his peers are always eager to have him on their next project. But Jonathan is feeling like the senior managers are never going to take notice of all his hard work. In our coaching sessions, Jonathan and I have worked on a plan to have him stand out and be noticed. Do you need a similar plan? Does this describe you?
You’ve put in your time, built your skillset, proven your value and become a solid, consistent and reliable member of the team. Your colleagues (and maybe your staff) look to you to for advice and leadership – in your group, your opinion matters. Now it’s time to take those next steps that will get you noticed by those above, and to learn how you can get ahead and succeed in your organization.
Consider the following three areas and build the skills you need to stand out and be seen:
1. Learn to Think Like Your Boss
Time spent with those senior to you is precious – learn to make the most of it by tailoring your message to align with their concerns. The information you convey to them in your minutes together should relevant to their interests and priorities whenever possible. Learn what matters to each senior person with which you interact – you will need to know specifically:
- what they consider important
- what initiatives they are currently championing, and
- how they are measuring value and success.
The more relevant you and your messages seem to each person in upper management, the more likely you are to gain their support.
2. Become a strong speaker and presenter
Some people loathe speaking in front of a group; some revel in the spotlight. Wherever you fall on the scale, you will need to build your presenting skills, really hone your speaking style, and put your misgivings aside.
Giving great presentations will, not surprisingly, lead to being asked to present more often, which puts you front and centre with upper management more often. When you’re seen, you gain credibility along with familiarity, and higher ups start to see you as more of a peer.
Consider seeking out classes or coaching to build up your speaking and presenting skills and prepare you to confidently put your best ideas forward. In the meantime, consider these top tips for a great presentation:
- Be concise – don’t ramble, and keep your speaking well within the time allotted. Limit the number of slides in your deck, and don’t jam them full of info. If you have to reduce the font below 30pt, it’s probably too much.
- Don’t Um – whenever you feel tempted to say ‘um’ or ‘ah’, try taking a small breath in to compose yourself and your thoughts. It might feel strange, but the audience probably won’t notice and it will improve the confidence and credibility of your message.
- Slow down and Make Eye Contact – resist the urge to speed through your presentation, as rushing implies discomfort, lack of experience and disbelief in the ideas being presented. Make eye contact with everyone in the room – not just the decision makers.
3. Align yourself with the Big Picture
Just like aligning with your bosses’ priorities, understanding how you fit within your company’s overall strategic picture is invaluable. When you fully grasp your organization’s values, goals and targets, you are better able to focus your energies on the areas that will really be noticed and rewarded by those above you. Demonstrating that you know what is important and that you are motivated to realizing the company’s strategy can make you seem more of “one of the team” with executives tasked with executing that overall strategy.
Want to hone your presence and presentation skills? Hire Joel Garfinkle to help you develop a step-by-step plan for standing out and getting noticed.
Talkback: What tips do you have for presenting and really connecting with your audience? Comment below and share your successes in getting noticed.
Image courtesy of Shutterstock/ shutterstock.com