“One of the greatest values of mentors is the ability to see ahead what others cannot see and to help them navigate a course to their destination.” — John C. Maxwell
Tamra asks: When I asked my direct reports for feedback on my own performance recently, I was surprised by the answer one of them gave. He said he’d love more mentoring to help him get to the next level in his career. I feel like I always take time to check in about how my staff can improve. We have frequent one-on-ones, and I’m told I’m very approachable. How can I become a better mentor? What am I missing when it comes to mentoring them to the next level?
Joel answers: Mentoring has many dimensions, so it’s really not surprising that you’re excelling in some key ways but have room to improve in others.
Here’s what it sounds like the core issue is: It’s time to take the mystery out of the promotion process. Your people are getting a lot of support from you in their growth, but they need to know how to channel that growth into new opportunities. To become a better mentor, focus on how to provide that guidance.
Have you ever had a job in which you had no real idea of what it would take to get to the next level? If you’re now a boss, some of your people may be feeling the exact same way. Now that the tables have turned, it’s time to give them the clarity about the career advancement process that you always wanted from your own boss.
Here are three steps you can take to promote your star performers:
- Tell your employees exactly what you plan to do in order to help them get promoted.
- Give them action steps, and follow up on their progress in weekly or biweekly check-ins.
- Get proactive about promoting your people to your peers and those above you in the organization.
- Know your messaging strategy around the promotion of your employees.
To proactively share positive messages about your employees, clarify your messaging strategy. What three key traits do you want them to associate with the employee you’re promoting? Ask for her input on this, helping her to create a clear brand for herself. Consider the areas in which that person excels, as well as her goals. Consistent messaging about that employee’s brand will help her develop a strong reputation for those qualities.
- Share impactful stories showing the value of that employee to the company.
Think of examples of situations in which that individual has demonstrated those key qualities. Think of your favorite stories of how she saved the day or made your own life easier. Being able to tell a vivid story when you introduce her to a higher-level leader will make the intro far more memorable than “This is Jane from accounting. She does great work.” Jot down a list of favorite stories that put a spotlight on each employee’s best qualities, and keep it in the employee’s file for quick reference. If you’re sitting around the board room discussing that person’s qualifications, you’ll be prepared to eloquently explain why she’s the best candidate for promotion.
- Set work performance goals with your employee.
Make sure you prioritized setting work performance goals with your employees. Now, raise awareness about what your people have accomplished. Send out a monthly update to other leaders on what your team has achieved, describing what star performers have done to reach their goals. If they’ve taken important steps toward self-improvement, mention that too!
- Introduce your employee to the key stakeholders.
In regard to their own action steps, networking is a major priority. Come up with a list of key players across the organization for your employee to develop a rapport with. Give tips on how to approach them and where.
- Give them detailed action steps to help improve their reputation.
Give them homework, too, like creating a compelling elevator speech about their accomplishments. Have them rehearse it with you. Encourage them to take steps to promote their personal brand. Ask them to send you a succinct and persuasive list of major accomplishments they’ve achieved over the past year. Give them tips on how to take credit for their work, too, so it never goes unseen.
- Find additional mentors to help them get to where they want to go.
Employees may also need additional mentors to get to where they want to go. Connect them with mentors who can give them more guidance on their chosen path.
Even if you’re already doing some of these things, your people need to know it. When they know the specific steps you’re taking to promote them to other leaders, they’ll feel you’re part of a team that’s committed to their growth. As you learn how to be a better mentor, you’ll become a stronger leader who will motivate your people to go the extra mile to promote themselves, too.
Joel is an expert in helping bosses become better leaders who provide quality mentoring for their people. Contact him today to improve both relationships and results.
“On great teams—the kind where people trust each other, engage in open conflict, and then commit to decisions—team members have the courage and confidence to confront one another when they see something that isn’t serving the team.”
Sofia was floored when during a team meeting, her coworker stood up to present a project they’d been working on together. They hadn’t planned to share their results until next week. Using materials she’d helped to create, he described it as his project and announced his results. What should I do? Sofia thought frantically.
If one of your coworkers keeps reframing your ideas as his own at meetings, or if your colleague went so far as to present your strategy to your boss, you need to take action. Avoiding conflict in such scenarios would harm the whole team. Tread carefully, though, or you could end up accused of stealing credit from others.
If someone rephrases your ideas as his own…
If a coworker is continually restating points you have made at a meeting and framing them as his own, he might be doing it unconsciously. That doesn’t mean it’s okay, but it helps inform how you should respond.
- Before saying anything, calm down. Losing your temper could make you look irrational—fair or not. Plus, you won’t get your thoughts across clearly if you’re angry.
- Address the transgression tactfully but directly in the moment, if possible. For example, if a coworker restates your idea, say, “Yes, that’s exactly the point I was making. I’m glad you agree with the idea.”
- If it keeps happening, approach the person one-on-one and ask if you can talk with him. Remember, if someone is repeatedly claiming your ideas as their own, it’s probably a sign of insecurity—so be gentle, or you’ll put him on the defensive. Affirm that you fully believe it wasn’t intentional, and validate the person’s contributions so acknowledging his mistake won’t feel as hard. For instance, you might say: “I’m sure it wasn’t intentional, but a couple of times during the meeting, I felt you were framing X idea as your own when I introduced it earlier on. I’m happy that this idea resonated with you, because I appreciate the expertise you bring and would love to get your insight on similar ideas in the future.”
- If the issue keeps occurring, mention it during a one-on-one meeting with your boss. Focus on your desire to strengthen working relationships, stick to the facts, and maintain a positive tone. “I think Coworker Y has many strengths, and I hope he’ll become secure enough in his own ideas that he doesn’t unconsciously lay claim to those of others,” you might say.
If someone presents your idea or success as her own…
Say you believe a coworker has stolen your idea outright, and presented it to your boss or team as her own. Or say your coworker took credit for your work on a big project. You don’t want to look like a pushover by letting it go, but you don’t want to obsess so much about the transgression that you look irrational or insecure.
- Again, calm yourself down before taking any action so you’re fully in control of your words.
- Try to find out if there’s any way it could have been unintentional. Maybe you were brainstorming together, and she inaccurately remembered the idea as being her own. Or maybe you worked on the project together, and she accidentally left out your contribution during a meeting out of nervousness. Talk with her one-on-one, and phrase your question in a non-accusatory way so you won’t be sabotaging a working relationship. Give her a chance to apologize, but if she doesn’t, push back, says Karen Dillon in HR Guide to Office Politics. Making it uncomfortable for her to continue the behavior will deter it from happening again.
- Get support from other team members, if others know for certain that the idea was yours. Ask them to acknowledge your contribution in the next meeting, or in a team email. If the coworker at fault sees you have support, she may back down.
- If the offense was truly egregious—for example, if a coworker took your name off a presentation you created and presented it as her own—meet with your boss to explain what happened, sharing evidence to support your case.
If someone repeatedly takes credit for your work…
- Keep a log showing details about what happened and when.
- Find out if colleagues have experienced the same behavior from this coworker. Gather your evidence of the transgressions.
- Talk to your boss about the situation, along with any other coworkers who have been affected. Stay collected and share evidence, if you have it. Rather than badmouthing the coworker at fault, focus on your desire to feel heard and to create a harmonious office dynamic.
- Help create a culture of sharing credit by always highlighting the contributions of others.
Preventing idea theft
Work to prevent theft of your ideas by documenting them well. If you share them, share them with more than one person so you don’t end up in a “he said/she said” scenario. Better yet, share them electronically, so there’s a record.
Remember, too, that one idea isn’t everything. You’ll have other great ideas, and you can be more conscientious about how to share them in the future. Don’t fixate so much on remedying this issue that it keeps you from shining in other ways, or makes you look petty. If you focus on the future, others will notice your stellar performance and give you plenty of credit for it!
Contact leadership coach Joel for more advice on promoting your work and building a strong reputation.
“It takes 20 years to build a reputation and five minutes to ruin it. If you think about that, you’ll do things differently.”
Blake was about to submit his resume for several open positions. As he was Googling, he came across some unsettling articles on how bosses look at candidates’ social media. Before he applied, he decided to make sure his online reputation wasn’t working against him. And he was glad he did—he found old photos from wild college parties on his Facebook account, and some ancient blog posts sharing way too much detail about his personal life.
According to a 2017 CareerBuilder survey, 70% of bosses screen job candidates’ social media profiles before hiring them. In 2016, it was 60%—that’s an increase of 10 percentage points in one year. There’s a good chance your boss, or a future one, will Google you.
Don’t let them find pictures of you drunk at a party doing something stupid. Careful online reputation management will ensure they see only your best image. Here’s how to do it.
GO ON THE DEFENSIVE:
- Google yourself. The first step in cleaning up your online image is to find out what potentially embarrassing items are out there. Google yourself and see not only what sites come up, but what photos come up as well. If the sites and photos are harmless, then you’re in the clear. If not, you have some Internet housecleaning to do. Then sign up for Google alerts so every time your name appears online in the future, you’ll see it.
- Set your online privacy. If you have some less-than-professional photos on Facebook, be sure to use the privacy filters Facebook offers. You can set your photos so only you see them, only your friends and their friends see them, or only certain people see them, instead of the general public.Your preferences on Flickr and other photo-sharing sites should always be set to private as well, unless you have a good reason for making them public. Err on the conservative side with possibly inappropriate photos and limit them to only your closest friends. Better yet, remove them completely.
- Untag yourself. Oftentimes the most embarrassing photos aren’t the ones we’ve posted of ourselves; they’re the ones we can thank our fun-loving friends for. If your friends tag you in a photo, untag yourself. This way, even though that picture of you kissing a duck on New Year’s Eve is out there, it’s not associated with you specifically. The chance of someone even coming across it then drops exponentially.
- Request to have material removed. If your compromising blog post has been cross-posted on another site, you could ask the webmaster to remove it. If the site tends to post controversial commentary and scathing critiques, however, you might want to let sleeping dogs lie. Stirring the pot could bring unwanted attention.
- Reevaluate the groups you belong to. Unless you’re willing to risk potentially losing out on an employment opportunity for your beliefs, remove yourself from any borderline extreme or offensive groups. Again, this is the first impression an employer may have about you. Don’t turn them off with intolerance or morally or legally questionable groups.
TAKE INITIATIVE TO BUILD YOUR REPUTATION:
- Only make posts that align with your personal brand. Remember, you can’t unring the Internet bell if you post an inappropriate status update, comment, or blog post. Strong management of your online reputation means choosing every piece of content wisely. Before hitting “Post,” think twice about what you’re sending. Is it something that could be taken negatively if a future employer were to see it? Or does it develop a personal brand as someone who is a pro in their field?Remember, employers may see these posts before having a chance to get to know you. This could be your only chance to make a first impression. Make it positive! Share tips based on your expertise, showing you’re not only skilled but also generous with your knowledge. Share your accomplishments, too!
- Join new social media sites. Sign up for an account with Google+, LinkedIn, and other social media sites, especially those used for professional networking. If you already have such accounts, update your profile (you should be doing this at least once a year) and link to all your contacts in your network. Using Hootsuite will let you manage up to three social media profiles in the same place, pre-scheduling posts to save time.
- Start a website. There may be things on the Internet that you simply cannot clean up. However, you can create new material that will push these older items down the search engine results. Purchase a website with your name and create a positive site with exactly the brand you want to have at work. Start a blog, using your name, and post positive content that highlights your knowledge and abilities. Use strong SEO terms to boost your site in the search results. Fill the Internet with positive, current content about you, and the negative material will be less likely to be found.
- Get on Twitter. Following organizations and individuals that are respected in your field on Twitter will also help you build a positive online presence. Share useful articles on professional development and topics related to your field.
If your online reputation is really in dire straits, hiring an online reputation management professional might be in order. For most of us, however, a little legwork will do the trick. As you continue putting positive media out there, those old photos or posts will soon become a distant memory.
Here are 8 more tips on how to change the perception others have of you. As an executive coach, Joel Garfinkle is often hired to help leaders to learn how to manage their perceptions that others have of them so they can more easily move into higher levels of management.
“Stars don’t beg the world for attention; their beauty forces us to look up.”
Amelia asks: I’ve grown a lot more confident over the past year at my job. Now I need to learn how to stand out at work, because I’m looking toward a promotion. What steps should I take to make that happen?
Joel replies: Maybe you’ve played it safe in the past, figuring your good work should speak for itself. But you’re right—it won’t. You need a plan for catching the eye of those with influence in your organization, or they’ll never notice you. You need to speak up, be more confident and assertive at work.
- Create a Personal Brand
Just as products need branding, so do people. Here’s how to create your personal brand:
- Ask yourself what qualities make you who you are, including your shortcomings and idiosyncrasies. People who stand out at work are known for being their authentic selves. They know how to highlight their best qualities while asking for feedback in areas where they want to grow.
- Consider your career goals—where do you want to go next? That will guide what you want to be known for.
- Choose projects that highlight those strengths, rather than just saying “yes” to any work that comes your way. In doing so, you’ll craft a reputation as a person who’s great at the particular kind of work that really fuels you.
- Track your successes so you’re always ready to describe them—say, in an impromptu conversation with that exec you’ve been wanting to meet.
- Engage in Lifelong Learning
A person who remains perpetually curious, constantly looking for opportunities to grow, is sure to stand out at work. How can you do this?
- Take a class in something you want to know more about.
- Find a buddy from another department and teach each other about your roles, so you both understand the organization better.
- Read a book about a skill you want to master.
- Support a Good Cause
Either way, becoming known as someone who cares about the broader world will build you up in the eyes of others. Here are a couple ways of doing that:
- Start volunteering with a nonprofit, if you don’t already. Casually mention to coworkers that you plan to volunteer over the weekend.
- Hang a flyer for a donation drive on the bulletin board, and mention to coworkers that you’re supporting it. Make sure not to sound pushy or self-righteous about it.
- Embrace Failure
People who stand out don’t hide behind small, safe successes—they seek out risks and take them. Of course, they’re smart about which risks are worthwhile, choosing ones they have a good chance of conquering. You won’t achieve them all, but you’ll enjoy some very exciting successes when you start seizing the day in these ways:
- Ask yourself what risks you need to take to get where you really want to go.
- Dive into a project that stretches your abilities, really challenging you.
- Share the good news—and its measurable results—with coworkers and superiors when you succeed.
- Speak Up in Meetings
Speaking up in meetings can be daunting, but it will get easier with time. Here are a few ways to start:
- Figure out one topic on the agenda that you have a lot to say about. Prepare to ignite conversation on that topic.
- Bring creative ideas that speak to the qualities you want to be known for.
- Ask insightful questions when others present ideas.
- Practice saying one thing that pops into your head at each meeting.
- Become a Mentor
Serving as a mentor to others will highlight both your expertise and your concern for the organization’s success. When your boss sees coworkers coming to you for advice, you’re sure to stand out. Here’s how to begin:
- Does your department have a new employee? Offer to show her the ropes. Just by being friendly and available to answer questions, you’ll start cultivating a strong relationship.
- Give coworkers advice about things you’re an expert on. Don’t beat them over the head with it—just share tidbits of information in conversations, and invite them to drop by your workspace if they show interest in learning more.
- Promote Yourself to a Leadership Position
There’s no need to ask for permission to become a leader. The best way to become known as a leader is to just start acting like one.
- Remember that cause you support? Organize a volunteer day for your office, explaining to your boss how this will build team spirit.
- Volunteer to lead meetings.
- Spearhead an exciting project, delegate responsibilities to team members, and give them positive feedback to coach them along.
If you take these steps, you’re sure to stand out at work. How you approach success makes a difference—you won’t be passively waiting for it, but actively reaching for it. That will mark you as a leader in the eyes of your boss and other decision-makers. In turn, this will boost your job security and lead to exciting opportunities for promotion.
Joel can help you boost your visibility among leaders and coworkers. If you want advance in your career, gain the deserved promotion or receive more work recognition, hire Joel for executive coaching.
“An image is not simply a trademark, a design, a slogan or an easily remembered picture. It is a studiously crafted personality profile of an individual, institution, corporation, product or service.”
~Daniel J. Boorstin~
Stella went out for drinks with a few coworkers after work. Over their conversation, she realized they had no clue what she did or what value she contributed. If she was that invisible to colleagues, she knew she must be invisible to leaders as well. She hopped on the phone with me to discuss how she could revamp her image at work.
Individuals, like companies, have a brand, I told Stella. Those who are proactive at shaping their own brand identity are more likely to be recognized and to get ahead in the workplace.
I then asked her to complete a simple exercise that I recommend to my clients. If you’re working to hone your personal branding at work, complete this exercise yourself:
List the three adjectives that best describe how you’re perceived by others at work.
Next, pick three adjectives that you would like others—especially your boss and key decision-makers—to use to describe you.
Now, here’s the tricky part (but it can be fun, too):
Develop specific, actionable strategies to move your brand identity from list #1 to list #2. This might involve training opportunities, volunteering for special assignments, or even changing your body language or how you dress. Make sure the appearance you project reflects the image you want to create.
For example, if one of your desired brand attributes is “creative,” look for opportunities to showcase your creativity at work. Then grow your personal brand by pitching an inventive new project or consistently offering your creativity in group efforts. Prepare to advocate for your ideas by explaining what they offer to the company—brainstorm on this with someone you trust first if need be.
Finding ways to add value to others’ projects in order to highlight your desired brand attributes is another way to make sure they take notice. Meet with them to discuss what they’re doing, and then make a pitch about how you can help.
As a publishing editor at a magazine, Stella wanted others to perceive her as savvy about bringing in the best talent. Innovation and ability to thrive under pressure were the other two key attributes she most wanted to play up. Currently, she believed others perceived her as highly accurate and organized, along with having strong communication skills—certainly all important qualities in an editor, but, well, pretty boring on their own.
Stella decided to pitch a special issue on a controversial topic, along with a design idea they’d never tried before. Her team loved it, and they hit a new record for copies sold. By revamping her image, Stella increased the success of the whole company.
Reaching out to influencers in your organization can help you make the most of such victories. According to a recent Nielsen survey, the opinions of people we trust are what influence us most when it comes to branding. Use this to your advantage with personal branding. Shifting how you’re perceived by a few key people with strong credibility can turn the tide for your career. Stella’s victory was so visible that leaders couldn’t help but notice, but you might need to make a call, send an email, or drop by an office to share what you’ve accomplished.
Crafting your own distinctive brand won’t happen overnight. But your personal branding strategy will work in due time, if you’re persistent. When you take your “brand manager” role seriously, you’ll be surprised at the difference you can make in achieving your career goals.
Contact Joel, as your leadership coach, to help craft your own distinctive brand.