“Those who improve with age embrace the power of personal growth and personal achievement and begin to replace youth with wisdom, innocence with understanding, and lack of purpose with self-actualization.”
Gianna had achieved some big milestones over the past year. Instead of coasting on these successes, she wanted to make a plan for building upon them. Many of her friends would make New Year’s resolutions. She didn’t want to wait til New Year’s day to set her goals. When the clock struck midnight, she would have her goals in hand, along with a roadmap of how to reach them.
Gianna asked me to help her work on setting her professional development goals, and this is the plan we came up with.
- Prepare to Start Fresh
Complete the little projects you may have been procrastinating on. Tidy up your workspace so you feel clear-headed and motivated when you step into it. Have that tough conversation you’ve been avoiding—you’ll feel so much better when you’ve wrapped it up.
- Assess What You’ve Accomplished
Create a log of everything you’ve achieved over the past year. Describe the measurable results of each success, so you can mentally celebrate them and share the results with others.
- Take Time to Reflect
Make time to reflect on what you’ve achieved and where you’re headed. Ask yourself whether your goals and interests have changed over the past year. Does doing work you’re passionate about mean something different than it did a year ago? Ask yourself how the past year has grown your skills and knowledge, too.
- Set Goals for the Year
Write down your goals for the year. Imagine yourself celebrating new victories a year from today—what do you want them to be? Make sure your goals are achievable, while also challenging you.
- Choose Your Priorities
Set priorities that align with your goals. Maybe there’s a particular kind of project you want to take on, or perhaps you’re looking to take on a leadership role. Being as specific as possible, write down the priorities that will serve as stepping-stones to your goals.
- Determine Areas of Growth
Ask yourself where you need to grow in order to reach your professional development goals. Work on a list of qualities you want to develop, areas of expertise you want to hone—anything that will help you get there.
- Make a Plan for Growth
Consider who can support you in your journey. Make a list of people who have something to teach you in these areas, as well as other resources, like classes or leadership books.
- Leave Yourself Helpful Reminders
When you come back from the holidays, having your plan somewhere handy will be a huge help. Creating a few notes to stick on your wall as reminders about your next steps will also help you maintain focus. If you plan to attend a workshop, leave yourself a reminder. Jotting down three to five main areas of growth you want to focus on and posting this note by your desk will also help you stick to the plan.
- Say “Thank You.”
Thank your colleagues, bosses, and people you supervise for the things they’ve taught you over the past year. Share your gratitude with friends and family as well. Acknowledging the role of your support network will help keep it strong, and by sharing gratitude, you’ll give them support in turn.
Give yourself time to unwind, celebrate your victories with friends and family, and enjoy hobbies that enrich your life outside of work. Take time away from all workplace communications. Allow yourself to brag a little to the people who care about you—you’ve earned it, and they’re probably excited to celebrate with you!
Having this plan in place made Gianna excited about the coming year, as well as confident in her ability to achieve her goals. When she went back to work, her goals for professional development gave her renewed enthusiasm. Like Gianna, you can enter the new year with newfound clarity, energy, and resolve by enacting the same plan.
Joel can help you craft a plan for success over the next year. Contact him for Executive Coaching Services.
“Phrases like ‘overworked and underpaid’ perpetuate that feeling.” ~ Lena Bottos ~
Steven put in extra-long hours on the project at work. It was highly technical and exceptionally difficult. When he was done, his boss offered no praise and Steven found himself feeling totally underappreciated.
He felt upset and bitter. How could they not appreciate all the work he was doing? He fumed for a few days. Then he stopped to figure out how he could get back on even keel. He really liked the kind work he was doing. He needed to find ways to be happy again.
Steven started working on a list. What could he control?
- Enjoyment of work. Steven decided he could focus on his enjoyment of the work and the satisfaction it brought him. He could savor the tough solution to the problem and acknowledge that he did a great job. Even if others didn’t see it, it didn’t diminish his work.
- Praise yourself. Write down what you accomplished each day. Tell yourself you did a good job. Even say it out loud, “That was GOOD work!”
- Reward yourself. Steven decided that after each project he accomplished, he would reward himself with a nice dinner out or an extra round of golf.
- Expect less. In truth, people seldom get praised for doing the job they are supposed to do. Bosses are busy. Getting paid and lack of criticism are implicit signs you are doing a good job.
As Steven worked on these tasks, it seemed to help a little, but he still felt overworked and underappreciated at work.
He talked to a friend to get more suggestions. His mentor asked a deep question. “How long have you felt this way? Is it the job, or have you felt undervalued for a long time?” Steven through back to the last jobs he’d had. Yes, it was a common problem.
His friend suggested this deep-seeded feeling could come from childhood rejection or lack of validation long ago. The friend suggested journaling to reveal the source and work to overcome it. Steven also considered counseling to quickly overcome this and move forward.
The counselor talked about “love languages” and suggested there are “appreciation languages” as well. “What does appreciation look like to you?” he asked. The boss may send a “Good job” email, but if you expect a promotion or public accolades, you may still feel underappreciated.
Steven decided to talk to his boss about the kind of validation he was looking for. At the same time, he worked to make it clearer to his boss exactly what he was doing. He realized the boss could not show appreciation if he didn’t understand exactly what Steven was doing.
Finally, Steven decided that if he valued appreciation he should extend it to others as well. He made a plan to praise his co-workers for the good work they were doing. Then, he decided even those below him and his boss were pretty overworked and deserved praise as well.
He found that when he praised others he felt better. He also noticed they seemed quicker to offer affirmation to the work he was doing. Three months later Steven looked back. He realized he no longer felt overworked and underappreciated at work. These seven solutions had helped him feel more valued and more included. His enjoyment at work had increased.
If you are struggling with feelings of overwork or being underappreciated contact Joel for executive coaching. He can guide you in further ways to get the recognition you deserve.
What have you done when you’ve felt over worked and underappreciated?
“If we encounter a man of rare intellect, we should ask him what books he reads.”~Ralph Waldo Emerson~
Damion’s goal was to become a great leader. He’d been under some mediocre leaders and wanted to do a better job than that. He looked at other leaders in the company and got some ideas of leadership skills from them.
But he felt there was more than what he was seeing. He wanted both the “why” and the “how” to become an outstanding leader. So he started reading. If you want to help yourself become a better leader, books are an excellent resource.
Damion’s created a list of leadership books that had the greatest impact on his career success. Damion offered to share them with you so you, too, could become a stand-out leader.
- On Becoming a Leader by Warren Bennis. Forbes magazine called Warren Bennis “the dean of leadership gurus.” This thought leader book resonated with Damion because Bennis affirms that leaders aren’t born, they are made. He lays out how to release the leader within us. He offers a valuable list of leadership attributes.
- The 21 Irrefutable Laws of Leadership: Follow Them and People Will Follow You by John Maxwell. Damion said, “This legacy leader book left me inspired. His examples of great leaders helped me grasp the intangibles of leadership and helped me see behind the scenes of outstanding leadership in action.” Then he distills these traits into his laws of leadership.
- The Tipping Point: How Little Things Can Make A Big Difference by Malcolm Gladwell. Damion wanted to see some changes in his company culture. Gladwell’s book gave him great insight into how to use the connectors, mavens, and salesmen within the company to make those changes. It also showed how important it is to stop a problem early on before it gets to the tipping point.
- First, Break All the Rules (1999), by Marcus Buckingham and Curt Coffman. This book cuts through the theories and tells what leaders actually DO. Do successful leaders live by the rules? No. Gallup polls helped Damion understand the value of management along with leadership.
- Getting Ahead by Joel Garfinkle. Damion started out as a “do-great-work-and-it-speaks-for-itself” kind of guy. Garfinkle’s book helped him see that his work would never speak loud enough. Advancement involves getting others to see you and your work in a positive light. What’s more, we can control how others think of us, how we are viewed, and how we influence. Powerful stuff.
- How to be a Great Boss by Joel Garfinkle. Promotion doesn’t automatically confer leadership ability. This e-book talks about 7 key qualities of a good boss— from an employee’s point of view. What makes you the kind of leader employees want to work with? Garfinkle helped Damion see places to improve.
Damion found that reading books on and about leadership improved his confidence and the quality of his work. It gave him access to the brightest minds and a broad world of ideas and techniques. Then he pulled out the ones that best fit with his situation, his abilities and his personality and added them to his set of skills. There are many tools to help you grow as a leader. Books are one of the easiest and least expensive leadership development tools.
If you’re ready to step up your leadership skills to the next level and see major results, contact executive coach Joel. He can help move you forward faster.
What books have you read that have had an impact on your job and your leadership skills?
“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?
“Obstacles don’t have to stop you. If you run into a wall, don’t turn around and give up. Figure out how to climb it, go through it, or work around it.”
~ Michael Jordan ~
Marcia is stuck at the bottom of a very deep pit. She hates her job. She got hired at the bottom of the last recession and at that point, any job looked good, and this one looked even better than good. So she convinced herself this was a great move for her and five years later, she’d rather be anywhere but here. So what now? Just that morning she had watched a TV show where an executive coaching consultant was a featured guest. Marcia had never considered hiring a coach or consultant, but as a mid-level executive in a stagnant company, she was going nowhere fast. She began to focus on some of the ideas the coach presented. Marcia decided to take some of his advice and use her frustration to design a replacement strategy. She took his four key questions and started reworking them to fit her situation.
- What don’t you like about your job right now?
- If you kept your current job, what would you like to change?
- How could you make those changes?
- How badly do you want to change?
1. What don’t you like about your job right now? The first question was easy to answer. Morale in the company was awful. Sales were slumping and no one seemed to care. There was a new product introduction on the drawing board, but her boss hadn’t even brought it up for discussion in staff meeting. There had been no performance reviews or salary increases in almost two years. Rumors of downsizing and layoffs ran rampant, even though the company was still showing a profit.
2. If you kept your current job, what would you like to change? Marcia really didn’t want to quit her job. What she wanted was to get her enthusiasm back at work, to feel excited about the company and her prospects the way she had in the beginning. She wanted to see the company move ahead and grow. She realized that there were some things she could change, and some things she couldn’t. For example, she could volunteer to start a brainstorming group to get the new product introduction off the ground. She could even start an informal, off-site, after-hours group to discuss ways they could work together to improve company morale.
3. How could you make those changes? Marcia decided to take action on both of those ideas quickly, and to have them up and running within 30 days. First, she set up an appointment with her boss to discuss the new product launch. “I know you’re way too busy right now,” she said, “and this project is just adding more pressure. So if I can get together a brainstorming group, we can kick start it and give you some ideas to work with.” Her boss looked relieved at her suggestion and told her to move ahead immediately.
Marcia also began chatting informally with a group of like-minded co-workers, and they set up a happy hour talk fest offsite to discuss ideas for improving morale and helping the company move ahead.
4. How badly do you want to change? The executive coaching consultant had been very specific about this one: if you focus on the negative, you’ll get more negative. Instead, define the negative and then pivot to a positive. Focus on things that work, not things that don’t.
If you are feeling stuck, if you’re not where you want to be, don’t stay there. Use your negative feelings to get your mojo back. Take these positive steps to turn the job you have into the job you really wanted in the first place. If you’re having trouble getting yourself out of the pit, Joel may be able to help. He has guided thousands of clients as an executive coach consultant toward greater job satisfaction and career advancement. Why not email him today?
Talkback: Have you been successful at turning a negative job situation into a positive? How did you do it? Share your experience here.
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