Latest "workplace" Posts
At a conference last month, I sat next to a professionally dressed and extremely articulate young man who’d recently been hired as COO of a medical services company.
“What are your biggest challenges?” I asked him.
He went on to explain that his board of directors was unhappy because profits had plateaued. His R&D staff was not very innovative. The HR systems were not efficient. The IT department was slow to fix issues. And the sales staff was barely meeting quotas. By the time he finished talking, there were few departments in his organization left that hadn’t been targeted for blame.
“So, where does the responsibility for all of these problems lay?” I asked, genuinely curious to hear how he’d answer.
The man silently stared at me for about a minute.
A recent participant in a BRODY training program contacted me last week via e-mail.
“I’ve been put in charge of a large project and was told to choose my own team from any departments in the organization,” she wrote. “If successful, it will be the beginning of a whole new direction for our company. I’m very excited.”
She went on to tell me that as she was still fairly new to the company, she didn’t have a title that afforded her any genuine authority. In fact, some of the colleagues she wanted for her team were far more senior than her.
The participant then asked, “Why would these new team members listen to someone without any authority over them? Won’t they resent me?”
This is a classic work dilemma.
One of my past coaching clients recently reached out to me to reconnect. He was proud of his latest accomplishment — moving from a sales role to a marketing position within the same organization.
Greg felt he would have a better opportunity for advancement and less travel in the new marketing position, and he was indeed thriving.
He shared how he accomplished this move successfully with the use of internal advocates. Greg first identified the type of advocates he needed; people in the marketing department.
Greg then narrowed his focus on two people that could influence the hiring decision. He LinkedIn with them, and let them know when he would be at headquarters, and asked for informational interviews.
At these meetings, Greg gave them insights from the field that could help with their next marketing campaign.
In social media, one wrong click of a button can have potentially career-damaging consequences.
Let me share a story that Bill, a colleague of mine, told me. He was very excited to be venturing into LinkedIn for the first time. Sure, he had a profile, but that was it. Now, he wanted to start reading posts, commenting on feeds and increasing his network. Bill was checking his network feed, and reading articles that his associates and clients had posted. One post was about how to cope with really horrible bosses. Without giving his action much thought, Bill “liked” the post.
Harmless, right? After all, that’s how you engage on social media, by liking commentary and following others, right?
Imagine Bill’s shock when a few days later his boss called him into his office.
Yes, if you do a fantastic job, you might be noticed by the “right” people. You might be praised and rewarded. You might even be promoted.
It’s also possible that years will go by while you are waiting for any of that to happen.
“If you want a promotion, if you want greater responsibility, or you want to have your dream job or career, then you need to take charge and stop sitting around waiting.”
You know you have the talents, skills and big dreams. It’s time to market yourself in the most powerful and effective ways that will propel your career to greater heights.
There are many self-marketing strategies, but one technique that’s frequently overlooked is what I call “involvement.” This is no tricky piece of jargon; it means exactly what you might think …
Get involved, strategically, with specific goals in mind.