Upload
loraine-daniel
View
215
Download
0
Tags:
Embed Size (px)
Citation preview
Poised for LeadershipWith Jo Miller
Copyright 2015, Women’s Leadership Coaching, Inc.
Jo Miller
• Founding Editor of BeLeaderly.com and CEO of Women’s Leadership Coaching, Inc.
• Helps aspiring women leaders create a roadmap for their career advancement.
• Has traveled widely in Europe, Asia Pacific, and the Middle East to deliver keynotes and teach workshops for conferences, professional associations, and corporate women’s initiatives.
• A leading authority on women’s leadership, Jo delivers more than 60 speaking presentations annually to audiences of up to 1,200.
Copyright 2015, Women’s Leadership Coaching, Inc.
I HAVE SOME UNIQUE
KOALAFICATIONS
Copyright 2015, Women’s Leadership Coaching, Inc.
The aspiring leader’s quandary
You can’t get a higher-level job without leadership experience…
But you can’t get leadership experience without the job.
Copyright 2015, Women’s Leadership Coaching, Inc.
You can’t afford to wait…
Don’t wait for permission or an invitation to lead.
Don’t wait for someone to promote you.
Take charge of your own career trajectory!
Are you the best kept secret in your organization?
Core Competencies for Aspiring Leaders
Organizational AwarenessSphere of InfluenceInfluencingLeadership BrandVisibilitySelf-Leadership
GOALS FOR THE WORKSHOP
INTRODUCTIONS:Why are you here?
Copyright 2015, Women’s Leadership Coaching, Inc.
Introductions
1) Name
2) Role
3) Goal/s for the workshop
4) Something we wouldn’t guess about you…
Copyright 2015, Women’s Leadership Coaching, Inc.
What is leadership?
Copyright 2015, Women’s Leadership Coaching, Inc.
A leader is someone who…
Leads by example.Is goal-focused.
Strives to accomplish what they commit to do.Takes ownership.
Has a vision & passion to make things happen.Is able to influence, inspire, motivate & empower.
Enjoys seeing others succeed.Brings out the best in people.
Helps others to shine.
#PoisedforLeadership
@jo_miller
Organizational Awareness
Copyright 2015, Women’s Leadership Coaching, Inc.
Office politicsDo you enjoy playing the game?
You can’t afford to ignore office politics.
Only 12% of this group agree that “I know how to navigate office
politics in a positive and
effective way.”
In LinkedIn’s 2013 survey of 954 professional
women, 23% said office politics as
their biggest frustration.
Many women managers find
engaging in office politics to be difficult and painful. Some
view it as “evil”. — Ruderman and Ohlott, 2002.
So why not just ignore it?
Copyright 2015, Women’s Leadership Coaching, Inc.
“…avoiding (office) politics altogether can be deadly for your career.
Every workplace has an intricate system of power, and you can — and should —
work it ethically to your best advantage.”
— Erin Burt, Seven Career Killers.
Those who are politically savvy
Have better career prospects
Have better career trajectories
Are seen as more promotable
Are less likely to derail
“Women and Political Savvy,” Leslie and Gentry, 2012.
4 competencies of the positively politically savvy:
Social astuteness
Interpersonal influence
Networking ability Sincerity
“Development and Validation of the Political Skill Inventory,” Florida State University Foundation, 2005.
Who do you know who does this well?
What qualities or characteristics do they have?
Copyright 2015, Women’s Leadership Coaching, Inc.
Office Politics
Organizational Awareness:
Being an astute observer of the communication and relationships that
surround you in your organization.
The Org Chart
The Shadow Organization Map
The Org Chart
Relationships
Relationships Influence
Relationships Influence Coalitions
Relationships Influence Coalitions
Relationships Influence Coalitions Key Influencers
Relationships Influence Coalitions Key Influencers Verticals
What are some ways to gather information to map your shadow organization?
I. In face-to-face interactions
II. Virtually
Exercise
Every organization has unwritten, unspoken “Rules of the Game”.
1) Identify some “rules of the game” in your organization.
2) What are ways to navigate ethically and effectively within these rules?
Exercise
This presentation is available
BeLeaderly.com/nov17
Sphere of Influence
The most important asset you will build in your career:
Your network
(Your “Sphere of Influence”)
Copyright 2015, Women’s Leadership Coaching, Inc.
“It’s not enough to have a bright idea.
I have seen too many projects led by great, passionate people fail because
they tried to be the lone influencer. You have to get the right people in the boat with you. You have to engage the
entire human fabric.”
Sophie Vandebroek, CTO, Xerox
A Networking Success Story
• A more senior job opening that was not officially announced
• Encouragement to apply, though she felt under qualified• Personal introduction to the hiring decision-makers• Insider information about the skills and qualities
necessary to succeed in the job• Consulting advice to answer interview questions she felt
unprepared for• Advocacy of people in the hiring committee’s
inner circle of key influencers.
Your Strategic Networking Plan
WHO
With whom will you build relationships?
HOW
How will you build those relationships?
WHO HOWSue G.
Andy L.
Sue’s right hand
Andy’s boss
Attend end-of-quarter BBQ. Follow-up to request an informational meeting.
Arrive early/stay late for staff meetings. Investigate volleyball team.
Invite for lunch/coffee.
Ask HR for invitation to next executive coffee gathering.
1) Identify your WHO: With whom will you build relationships?
2) Identify your HOW: How will you build relationships with them?
Exercise
5 Key People to Havein Your Network
• A true ‘people person’• Puts others at ease• Knows (and gets along with) everyone• Loves to opens doors & make introductions• Provides connections to networks, resources
and opportunities.
1. The Connector
• Strives to keep a finger on the pulse• Stays current on organizational and industry
issues• Knows about changes before they occur or
are made official• Filters useful information from gossip or
‘noise’• Has information in advance about new
projects, opportunities, re-orgs, resource allocations, budget changes, etc.
2. The Informational Powerhouse
• Not necessarily high-level or high-profile • Has the ability to make things happen• Gets people on board with ideas and
initiatives• Gains agreement and collaboration from
teams• Has a voice with senior leadership• Their early support can guarantee the
success of your initiatives• Their advocacy can get you noticed.
3. The Influencer
4. The Mentor
4 S’s of Mentoring Successes
Stories
SituationsSelf-
awareness
Skill-building
Copyright 2015, Women’s Leadership Coaching, Inc.
“There is a special kind of relationship—called sponsorship—in which the mentor
goes beyond giving feedback and advice and uses his or her influence with senior
executives to advocate for the mentee.
Our interviews and surveys alike suggest that high-potential women are overmentored
and undersponsored relative to their male peers—and that they are not advancing in
their organizations.”
Why men still get more promotions than women - Harvard Business Review
5. The Sponsor
Copyright 2015, Women’s Leadership Coaching, Inc.
“A sponsor is someone who will use their internal political and
social capital to move your career forward within an organization. Behind closed doors, they will
argue your case.”
Cindy Kent, General Manager, 3M
Copyright 2015, Women’s Leadership Coaching, Inc.
Qualities of a good sponsor
1. Senior leader with influence
2. Well-respected, credible
3. Familiar with your strengths
4. Has a track record of developing talent
5. Provides exposure opportunities for protégés
6. Provides ‘air cover’ from negative or damaging publicity.
Copyright 2015, Women’s Leadership Coaching, Inc.
“Are all your advocates in the management chain
directly above you? I recommend that everyone
have three to four advocates outside of their direct management chain.”
Michelle Johnston Holthaus, GM, Channel Platforms and Strategy Division, Intel
Copyright 2015, Women’s Leadership Coaching, Inc.
Attracting the attention of an influential sponsor
1. Outperform!2. Make your value visible3. Observe the protocols: how does sponsorship work in
your organization’s culture?4. Ask which leaders have a strong track record of
developing talent5. Network across your organization and beyond your
direct management chain6. Look for exposure opportunities to work with or work
for senior leaders7. Have clarity about your career goals8. Share your career goals with your leaders.
“Sponsorship can come to you in different ways.
You never know who is watching you, so be “sponsor-ready” at all times.
Millette Granville, Director, Diversity and Inclusion, Delhaize Group
5 Key People to Have in Your Network
1) The Connector
2) The Informational Powerhouse
3) The Influencer
4) The Mentor
5) The Sponsor
Influence
“In my company, influencing skills are the single most
important success factor after knowing your job.”
JoAnna Sohovich, President, Industrial & Automotive Repair, Stanley Black & Decker
Copyright 2015, Women’s Leadership Coaching, Inc.
Are influence and power good, or bad?
Copyright 2015, Women’s Leadership Coaching, Inc.
Are influence and power good, or bad?
Copyright 2015, Women’s Leadership Coaching, Inc.
Are influence and power good, or bad?
Copyright 2015, Women’s Leadership Coaching, Inc.
Try to influence a situation
Become a person of influence
Copyright 2015, Women’s Leadership Coaching, Inc.
The Fundamental Truth about Influencing…
Copyright 2015, Women’s Leadership Coaching, Inc.
Dog Psychology Center
Copyright 2015, Women’s Leadership Coaching, Inc.
The Fundamental Truth about Influencing…
Our behavior teaches
people how to treat us.
“You can influence others in every conversation you have.
In a subtle way, we convey our confidence and professionalism in every interaction that we have with
co-workers, customers, superiors and subordinates.”
Laurie Oare, Division President
U.S. Foodservice
Copyright 2015, Women’s Leadership Coaching, Inc.
Characteristics of arole model of influence
Copyright 2015, Women’s Leadership Coaching, Inc.
6. Positional
5. Expertise
4. Resources
3. Informational
2. Direct
1. Relationship
s
6 Sources of Influence
Copyright 2015, Women’s Leadership Coaching, Inc.
Positional Influence
The influence inherent in your job title and role.
Copyright 2015, Women’s Leadership Coaching, Inc.
Building positional influence
• You have an important job – people need to know!
• Seize all opportunities to educate others about your role, and how you can help
• Create your 30-second commercial.
Copyright 2015, Women’s Leadership Coaching, Inc.
30-second commercial
1) Name2) Job title3) I am responsible for a, b, c.4) Come directly to me when you need x, y, z.
“There is a myth that the higher you go in the organization and the more positional authority you gain, that you just have to say “do it” and
people get it done.
I hate to bust your bubble.”
Dr. Cecilia Kimberlin, VP QA, Regulatory Affairs and Compliance, Abbott
Copyright 2015, Women’s Leadership Coaching, Inc.
6. Positional
5. Expertise
4. Resources
3. Informational
2. Direct
1. Relationship
s
6 Sources of Influence
Copyright 2015, Women’s Leadership Coaching, Inc.
6. Positional
5. Expertise
4. Resources
3. Informational
2. Direct
1. Relationship
s
6 Sources of Influence
Copyright 2015, Women’s Leadership Coaching, Inc.
Expertise Influence
The influence that comes from your background, qualifications, experience and accomplishments.
Copyright 2015, Women’s Leadership Coaching, Inc.
Make your expertise visible
Early career• Promote your accomplishments
Mid-level• Volunteer for high-profile assignments• Lead committees and task forces
Senior-level• Build your “brand” as an industry leader• Speak on panels, at conferences, and in
the media
Copyright 2015, Women’s Leadership Coaching, Inc.
6. Positional
5. Expertise
4. Resources
3. Informational
2. Direct
1. Relationship
s
6 Sources of Influence
Copyright 2015, Women’s Leadership Coaching, Inc.
6. Positional
5. Expertise
4. Resources
3. Informational
2. Direct
1. Relationship
s
6 Sources of Influence
Copyright 2015, Women’s Leadership Coaching, Inc.
Resources Influence
Negotiating the resources you need to do your job well.
Copyright 2015, Women’s Leadership Coaching, Inc.
Build your resources influence
Early Career• Become a good negotiator• Learn leading without authority
Mid-level• Suggest special projects as developmental
opportunities for others• Understand how finances and budgets work
Senior-level• Be a mentor, sponsor, and talent scout
Copyright 2015, Women’s Leadership Coaching, Inc.
6. Positional
5. Expertise
4. Resources
3. Informational
2. Direct
1. Relationship
s
6 Sources of Influence
Copyright 2015, Women’s Leadership Coaching, Inc.
6. Positional
5. Expertise
4. Resources
3. Informational
2. Direct
1. Relationship
s
6 Sources of Influence
Copyright 2015, Women’s Leadership Coaching, Inc.
Informational Influence
Having a finger on the pulse of what is going on in your organization, industry, and profession.
Copyright 2015, Women’s Leadership Coaching, Inc.
Be an informational powerhouse
• Have some go-to sources of information.• Pay attention to new projects, opportunities,
re-orgs, personnel changes, resource allocations, budgets, technology, innovations, market intelligence, legislation, etc.
• Network with other “informational powerhouses”.
• Filter useful information from gossip or noise.
Copyright 2015, Women’s Leadership Coaching, Inc.
6. Positional
5. Expertise
4. Resources
3. Informational
2. Direct
1. Relationship
s
6 Sources of Influence
Copyright 2015, Women’s Leadership Coaching, Inc.
6. Positional
5. Expertise
4. Resources
3. Informational
2. Direct
1. Relationship
s
6 Sources of Influence
Copyright 2015, Women’s Leadership Coaching, Inc.
Direct Influence
Being firm, professional and direct when someone’s behavior is detrimental to the team or the organization.
(The 1% rule)
Copyright 2015, Women’s Leadership Coaching, Inc.
Effective use of direct influence
• Be firm, fair and professional• Be direct and concise while delivering
tough news• Explain what was unacceptable and why• Share your vision of their future potential
Copyright 2015, Women’s Leadership Coaching, Inc.
6. Positional
5. Expertise
4. Resources
3. Informational
2. Direct
1. Relationship
s
6 Sources of Influence
Copyright 2015, Women’s Leadership Coaching, Inc.
6. Positional
5. Expertise
4. Resources
3. Informational
2. Direct
1. Relationship
s
6 Sources of Influence
Copyright 2015, Women’s Leadership Coaching, Inc.
Relationships Influence
The influence that comes naturally with having a network of authentic relationships across your organization, industry, and profession.
Copyright 2015, Women’s Leadership Coaching, Inc.
The most important asset you will build in your career
Your Network
(Your “Sphere of Influence”)
Copyright 2015, Women’s Leadership Coaching, Inc.
“It’s not enough to have a bright technical idea.
I have seen too many projects led by great, passionate people fail because
they tried to be the lone influencer. You have to get the right people in the boat with you. You have to engage the entire
human fabric.”
Sophie Vandebroek, CTO, Xerox
Copyright 2015, Women’s Leadership Coaching, Inc.
6. Positional
5. Expertise
4. Resources
3. Informational
2. Direct
1. Relationship
s
6 Sources of Influence
Copyright 2015, Women’s Leadership Coaching, Inc.
Self-evaluation
• What are your strong sources of influence?
• Which do you want to strengthen? How?
Copyright 2015, Women’s Leadership Coaching, Inc.
6. Positional
5. Expertise
4. Resources
3. Informational
2. Direct
1. Relationship
s
6 Sources of Influence
“… a really great piece of advice I learned early on in my career and I’ve used
continuously: never let an organization’s structure get in the way of achieving results.
I’ve found that one needs to operate inside and outside of the structure, with a positive
attitude, always moving forward, filling in the gaps where needed.”
Vivian Banta, Vice Chairman, Insurance, Prudential Financial.
Personal Action Plan