3 Keys to Climbing the Corporate Ladder

“If you’re climbing the ladder of life, you go rung by rung, one step at a time. Don’t look too far up. Set your goals high but take one step at a time. Sometimes you don’t think you are progressing until you step back and see how high you’ve really gone.” ~ Donny Osmond ~

Katherine Asks: Your book, Getting Ahead – Three Steps to take your career to the next level focuses on the three key factors that will propel people up the career ladder – improving perception, increasing visibility and exerting influence. Why should I focus on these three steps? Won’t my work/professionalism speak for itself?

Joel Answers: Katherine, I wish it was that easy. The truth is that how quickly and successfully you climb the corporate ladder depends on far more than just your excellent work. Advancement is based on the perception you create, not just the merit you have accumulated or the skill level you have achieved.

For example, one person I coached was a senior business development manager who worked for Cisco Systems for 11 years. He came to me for coaching because he wasn’t advancing in the company as quickly as he wanted to. Even though he had solid performance reviews and excellent job skills, he had gone four years without a promotion.

Like you, Katherine, this man thought that his work should speak for itself. He believed if he just worked hard and did a good job, people would notice him. But it didn’t work that way.

Because he didn’t let management know how valuable he was to the organization, they overlooked him. Think back to when you were in school. Didn’t the teacher recognize the person with the raised hand? While others flew under the radar?

The PVI model provides the art of getting ahead. It gives you simple steps to “raise your hand.” They help you improve your perception, increase your visibility and exert influence. When you do these things, you get noticed… and get advanced.

  • Improve Perception. You can help others have a more positive view of you. Simple steps can change their perception. Speak up. Take the lead. Praise others. Let management know how your work benefits the company. Help others see you as a leader, a team player, a hard-working problem solver.
  • Increase Visibility. How many people know what you do? When others are aware of your value, they can help you in climbing the corporate ladder. You might take on a project no-one wants or a high-profile project.

    You can interact with people outside your immediate organization and make ways to inform your boss… and even your boss’s boss about the important things you are working on.
  • Exert Influence. The surprising thing is that you don’t need any kind of title or authority to have influence. Your character and the way co-workers perceive you can build the trust and respect needed so they listen to your comments and value them.

    As you are known for getting things done, building alliances, and gaining buy-in for your ideas, you begin to be the kind of person people rely on. You can sway decisions. Others want to follow you. Then it only makes sense to promote you to a position that uses these qualities.

Katherine, doing a great job is the foundation that the PVI model builds on. It can’t work if the person does poor quality work. But once you have that foundation, using perception, visibility and influence helps you rise to the top, stand out, and get promoted.

Buy Getting Ahead and learn how the PVI model can help you. Contract Joel for executive coaching so he can personally help you in climbing the corporate ladder.

Talkback:
What did you do this week to move up the corporate ladder?

Break these Five Bad Social Media Habits at Work

“Like all technology, social media is neutral but is best put to work in the service of building a better world.” ~ Simon Mainwaring ~

Ellen Asks: One of my friends told me the boss watched how much time we spent on social media. I don’t want to get in trouble. How can I tell if I have bad social media habits at work?

Joel Answers: Social Media can keep us connected, speed communication, and increase productivity. But it can also be a distraction and a time waster. If you suspect you might be misusing social media, check out these six potential problems.

If you don’t eliminate these problems, you might get fired… or at least reduce your chances for a promotion.

  1. Wasting Time on Social Media. Do you check tweets, Facebook, and other social media multiple times at work? If you’re not sure, try the old rubber band trick. Put a rubber band loosely around your wrist. Every time you check non-work related media, snap the rubber band. Sore wrist? Chances are you’re overdoing the viewing.

    Instead of focusing on what interests you, consider the value you are offering the company. Limit Facebook to breaks, lunch, or other non-work time.
  2. Sending the Wrong Message. Be very careful of inappropriate post or tweets. There have been news reports of people fired for off-color or socially insensitive posts. Things are never private on social media. Tweets criticizing former or current employers— or even clients, or coworkers— have a way of turning up in the wrong hands.

    Instead, look for positive things to say about workers or employers. Save the negative for private conversations.
  3. Betraying Your Brand. You’ve worked hard to create a professional brand at work. But poor behavior on social media can damage your image. If you lash out, flame, or attack with meanness other points of view, it can come back to haunt you. Take care how you address politics or politically correct topics to be sure they are not offensive to others.

    Instead, consider the brand you want to present. The authentic you will behave in a way that reflects your brand at work, at home, and on social media.
  4. Inappropriate pictures. There are many kinds of good photos you can post to social media. Inappropriate pictures will, again, tarnish your professional image. Avoid photos that are suggestive or portray you in a questionable light. Avoid posting pictures of your fun trip— the trip you took when your boss thought you were home sick. Instead, use images to create the perception you want others to have of you.
  5. Dishonesty. Be very careful of misrepresenting yourself and your qualifications on social media. It’s a bad habit to suggest you have credentials or job experience you do not have. Instead, review your profiles and posts to reflect your best you. Work to improve yourself so you can accurately show accolades.

You asked a great question, Ellen. Taking care of your social media presentation and the time you spend there can have a significant impact on your work. Use it to strengthen your brand and showcase your abilities instead of it being a distraction. Then you can turn social media into a good work habit.

Need pointers on how to increase your visibility and strengthen you image? Contact Joel for executive coaching.

Talkback:
How have you overcome bad social media habits at work?

As a Leader, be so good they can’t ignore you

“As the leader, part of the job is to be visible and willing to communicate with everyone. ~ Bill Walsh ~

Diego Asks: I’m a fairly new boss in a large organization. Sometimes it seems like I’m invisible. My superiors don’t seem to interact much with me. And my employees go on in the old ways and don’t listen to me much. How can I be a better leader?

Joel Answers: Diego, it’s insightful that you don’t blame your boss or employees for the situation. That makes it easier for you to take control. When you lead effectively, they can’t possible ignore you!

Let’s break this down into three steps: evaluate, implement, and become.

  1. Evaluate. First, take this simple self-test. These are some key good leader qualities to check for. You can find the full test in my book How to be a Great Boss.
    • Do I praise my employees for a job well done?
    • Do is discipline in public or private?
    • Do I give feedback?
    • Do I give employees a chance to improve?
    • Can I fire people when necessary?
    • How well do I share credit?
    • Am I helping my employees learn? Do I mentor?
  2. Implement. Once you have decided which areas you want to work on first, create a weekly “Take Action Now” list. Start focusing on the things you can change immediately. First, it helps you take control faster. Second, immediately people see the difference in you. Your credibility and visibility as a leader increase. People take notice.
  3. Become. Ultimately, there are seven qualities in a good leader. Diego, you will want to work on incorporating these characteristics into your leadership style to the point that this is the kind of person you are. When you adapt these great leadership qualities as part of your makeup you become too good to ignore.
    • Empowers employees. Help your employees make the most of themselves. Give them chances to excel. Let them take risk. Don’t micro-manage.
    • Provides growth opportunities. The best leaders recognize their employee’s capabilities and give them opportunities to stretch. They choose tasks that will help them grow, not overwhelm them.
    • Trains through feedback. Employees can’t read your mind. Your best help is to clearly explain how they’ve met your expectations. Then teach them what they must do to do better. Or tell them what excellent things they need to do more of.
    • Makes the tough choices. You can’t hope to be Mr. Popularity. Carefully analyze decisions and find what’s best for the company. Then walk forward in this decision with confidence— regardless of other’s opinions.
    • Gives thanks. Good leaders give thanks and show appreciation. It’s such a little effort and it makes such a big difference with your team.
    • Creates a positive workplace culture. Workers can’t thrive in fear and intimidation. When you give clear feedback and strong encouragement you create a hopeful, positive place to work. Create the expectation that every worker is and will try their best.
    • Shows them the future. Workers are more likely to give full effort when they can see the results will be good for them. Take time to map their ascension plan with them. Talk about promotions and opportunities.

Diego, you asked a great question. Leaders aren’t born. Good leaders adapt qualities that add great value to whatever company is fortunate enough to hire them. Their employees love to work for them. They automatically gain visibility and status. I promise you as you master these skills, you’ll be too good to ignore.

Call to Action:
Take a short-cut to great leadership with Joel’s book, How to Be a Great Boss. Or contact him for executive coaching.

Talkback:
A good leader knows the qualities necessary to take it to the next level. What have you done to stand out and lead? Share your experiences below.

The 6 Biggest Reasons Why Unhappy Employees Quit Their New Jobs

“Employees who believe that management is concerned about them as a whole person – not just an employee – are more productive, more satisfied, more fulfilled. Satisfied employees mean satisfied
customers, which leads to profitability.” ~Anne M. Mulcahy, former CEO of Xerox~

Client Theresa asks:
Over the past year, two great employees on my team quit their new job. I was floored. I didn’t see any signs that they were unhappy. We lost a huge amount of talent, and it set us back substantially. How can I improve employee retention?

Coach Joel answers:
Theresa, the six biggest reasons why employees choose to quit their new job within the first 180 days relates to their job satisfaction. Keep employees happy and fulfilled in their work, and retention is likely to be high. However, if your company is failing in even one of these six ways, it’s likely to push employees to look for better opportunities elsewhere. The good news is that as their manager, you have the ability to remedy any of these six major issues that may be influencing employees’ decisions to leave. Of course, you should also be asking your unhappy employees why they’ve quit their new job when they leave, which might highlight other areas in which to improve.

  1. Lack of opportunities to grow
    To thrive in their workplace, employees need opportunities to grow their skills and talent. This isn’t just about career advancement. It’s about feeling satisfied by their work and taking pride in their ability to improve their performance and increase their responsibility. Employees need to work toward goals that are ambitious but achievable, so they’ll feel driven to come to work each day. Setting work performance goals together will ensure they stay motivated.
  2. Poor working relationships
    A poor relationship with a boss or coworkers will make an employee dread coming to work. Furthermore, when an employee has a poor relationship with a boss, she won’t benefit from the guidance and encouragement that a good boss provides. As the manager, you need to overcome any personality conflicts that exist in order to provide the best support possible for your people. Additionally, you need to take note of any clashes that are arising between coworkers, and to mediate these situations as needed. Set the tone for a harmonious workplace culture by cultivating strong relationships with all of your employees, and make it clear that you expect the same from them.
  3. Not understanding the big picture
    When employees don’t understand how their contributions fit into the overall vision of the company, they won’t take as much pride in their work. For their work to feel meaningful, they need to have a strong grasp of how it fits into the company’s goals. That’s why it’s important to talk about vision at team meetings and one-on-one check-ins. Help employees understand how each team objective fits into the vision, and how their own daily work fits into the big picture, and watch their enthusiasm for their work grow.
  4. Not feeling respected and appreciated
    A few words of genuine appreciation each day can make a tremendous difference. Make “thank you” a core part of your vocabulary, and say it for the little things as well as the big things. When employees go the extra mile, recognize them for it in an extra special way. Send an email to the whole workplace that explains what they did, or take a couple of moments during a workplace event to tell everyone about it. These gestures cost nothing and take little time, yet they make a dramatic difference in employees’ level of job satisfaction. Recognizing their contributions to the whole team, including higher-ups, will also boost their opportunities for advancement, which employees will truly appreciate.
  5. Not having their needs met
    If you don’t periodically check in with employees about what they need, they might not feel they can voice their needs. This can lead to a downward spiral of frustration and despair, leading unhappy employees to quit their new job because they don’t see another option. A parent with young children who is having difficulty balancing family and work demands might want flex-time or the ability to telecommute part-time, for instance. Ask employees how they need to feel more supported, and engage in creative brainstorming with them to find solutions.
  6. Fears about the future
    The direction the company is headed in will also influence employees’ decision to stay or jump ship. If promotion opportunities are slim, or there’s a chance their job could be eliminated, they’ll naturally start looking elsewhere. You may not have control over these issues, but you can and should communicate with higher-ups about employees’ need for reassurance. Transparency is key—if employees are left in the dark about potential changes, the rumor mill will create fear and uncertainty. Seeking input and solutions from employees will make them feel invested in the change rather than blindsided by it.

Again, the good news is that when you eliminate these six factors that lead people to quit their new job, unhappy employees are likely to stay. You’ll also have a team of more loyal, dedicated, and passionate employees. By addressing these issues, you’ll become a stronger leader who gets better results from your people.

Call to Action:
Ask yourself which of these six areas you need to improve in. Consider a surveying your employees to find out what would make them more satisfied, too. Then, take at least one step every day to remedy the problem. Email Joel to discuss your progress.

Talkback:
Have you tried implementing the solutions described in this article? How did employees respond?

Class of 2017: Learn How to Impress Your Potential Employer

“Be so good they can’t ignore you.” ~ Steve ~

Camden Asks: I’m going for my first set of interviews. I know I have the job skills to do the work I’m applying for, but what can I do to present myself well. How can I impress my potential employer?

Joel Answers: Great job for graduating and having valuable job skills. You ask a critical question. Many people with great skills get passed over because they make some serious gaffs in the interview process.

Your employer is going to be working with you for a while, so they want to make sure they can get along with you… and that you can get along well within the company culture. So the overarching message you need to send the potential employer is that, in addition to your work skill sets, you will be a good employee.

What are some ways you can impress this message on them? These ideas work whether you are meeting the employers at a job fair or in an interview.

  1. Research the company before you go. When you know something about the company you impress the potential employer. Not everyone takes the time to do that. It will help you understand what they are looking for and get a sense of their company culture. You may find the research helps you ask more intelligent questions and allows you to present areas of your background that especially qualify you for the job.
  2. Start with a smile and a good handshake. Look them in the eye as you smile. Think, I’m happy to be meeting you. Just that thought will make your smile more genuine.Use a firm grip on the handshake. Not crushing, not limp, not sweaty. One or two pumps is a good number. In your enthusiasm, don’t go overboard pumping the handshake.
  3. Ask questions about the company and the job. Your research will give you good questions to ask and asking questions shows interest. Be sure you take the time to listen to the answers and ask follow up questions. You may want to create a set of questions ahead of time. They might include:
    • How does the job I’m looking at support or contribute to the bottom line of the company?
    • What qualities would the ideal candidate for this job have?
    • What steps would you recommend for getting quickly up to speed?
  4. Dress Appropriately. What you wear matters. This is the “book cover” by which employers judge you. Ideally, your clothing should be similar to that of your potential employer. Your research into the company culture should give you insight into how formal or relaxed they dress. If you come across sloppy or too casual, the interviewer will think your work will reflect those same traits. If you are way overdressed, you may intimidate rather than impress the employer. How you dress is important to a successful job interview.
  5. Tell Stories. This is a powerful way to show the qualities you have. Suppose they ask, “How committed are you?” You might say, “I’m very committed to doing the job right. At my last job, my co-worker was out of work due to illness for three months. I picked up the load and carried his work. We completed the job on time and it was a success.” Your story shows how committed you are to your work and the company.

Camden, if you just do these five things, you will WOW your potential employer. They will be impressed by you confidence, your awareness of their company, and your character. They will see you as a good fit for their company. Make sure you have a job search plan that prepares you for success in the interview.

If you want to polish your interviewing skills to present thoroughly impress your potential employer, contact Joel for coaching or advice.

Talkback:
When you’ve gone to interviews, what have you found to be effective in impressing your potential employer? What hasn’t worked?