Taking the Lead with Jo Miller, CEO, Womens Leadership Coaching, Inc

Taking the Leadwith Jo Miller, CEO, Women’s Leadership Coaching, Inc.

Copyright 2015, Women’s Leadership Coaching, Inc.

WelcomeLisa Joy Rosner CMO


Jo Miller• CEO of Women’s Leadership Coaching, Inc. and

Founding Editor of BeLeaderly.com• Helps emerging 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 women’s 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 women.


I HAVE UNIQUE

KOALAFICATIONS


The emerging leader’s quandary

You can’t get a next-level job without leadership experience…

But you can’t get the experience without the job.

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!

You can’t afford to wait…

Are you the best-kept secret in your organization?


Core Competencies for Emerging Leaders

Leadership BrandInfluencingLeadership PresenceLeading OthersSelf-Leadership

GOALS FOR THE WORKSHOP

INTRODUCTIONS:Why are you here?


Introductions1) Name2) Role3) Goal/s for the workshop4) Something we wouldn’t guess about you…


Common goalsGrow my skills

Be passionate about my workBe a key contributorBecome an expertGet a promotion

Move into a leadership roleBuild a team or department.


What is leadership?


A leader is someone who…Is a good communicator.

Persuades and influences.Has ‘leadership presence.’

Is a role model in delivering the highest standards.Works well across departments.

Is eloquent and charismatic.Gets the job done.

Motivates and engages others.Identifies opportunities for the entire team to grow.

#TakingTheLead

@jo_miller

@Neustar

LEADERSHIP BRAND

- GENERAL MANAGER, SOFTWARE INDUSTRY

“Be famous for something!

Know what is your claim to fame.”

Who do you know who has ‘branded’ themself well?

The 3 essential elements for a great personal brand

Your ideal career niche

What are you passionate

about?

What does your company/

industry need and value?

What are your skills and talents?

EXERCISE:

• What is your ideal career niche?

Your ideal career niche

What are you passionate

about?

What does your company/

industry need and value?

What are your skills and talents?

“Be authentic about your own leadership style. Don’t try to

change it.

Own it. Communicate it. Put a value on it. Put a brand on it.”

- DR. ROHINI ANAND, SVP, GLOBAL CHIEF DIVERSITY

OFFICER, SODEXO

“I'd like to believe that I'm known as one who identifies,

nurtures, and catalyzes talent, that gets things done with both

courage and compassion.”

CLAIRE BABINEAUX-FONTENOT,

SVP & CHIEF TAX OFFICER, WAL-MART

Financial AnalystThe change agent

Program DirectorGo-to person for corporate strategy

“Make your brand scalable.”

- KRISTA THOMAS, VP MARKETING, RUBICON

PROJECT

Ask yourself:

• Where do I want to be in 3 years?

• What brand do I need to become known for now, in order to get there?

Your brand must evolve as you develop your careerEntry-level brandsValuable contributor. Team-player. Specialist. Go-to person.

Mid-level brands Strategist. Innovator. Subject matter expert. Change agent. People motivator. Project leader. Fixer. Turnaround architect. Intrapreneur.

Senior-level brands Visionary. Thought leader. Leader who develops leaders. Charismatic leader. Rainmaker. Quiet leader.Delivers results.

EXERCISE:

• What is your personal brand statement?

“When I'm in the throes of a difficult decision, I often go back to that (brand) statement, and

test my reaction to the situation by the statement. Does my reaction measure up to

who it is that I represent myself to be?

There have been moments in which I was going to pursue a course that was not

particularly courageous but was expedient; and I realized that that was not what I stand

for. I regrouped and refocused and proceeded in a way that was more courageous.”

- CLAIRE BABINEAUX-FONTENOT, SVP & CHIEF TAX OFFICER, WAL-

MART

Making Your Brand Visible

Results = Reward + Recognition

Results = Reward + Recognition+ Visibility

3 Steps For Making Your Brand Visible

1. Work less 2. Work hard on the right projects

5%

Women who have outstanding careers get there with a reputation for

delivering results

People who have outstanding careers get there with a reputation for

delivering results

“Make something great happen.

No one tells you to do it,but they appreciate the results.”

- NINA BHATTI, PRINCIPAL SCIENTIST, HP LABS

Criteria for a Career-Defining Contribution: Showcase your brand Demonstrate your ability to deliver results

Directly support your organization’s strategic plan & goals Improve the “bottom line” Solve a big problem Perform a specific, not general role (Technical track) Expose you to a new department, function or client

(Management track) Push the cutting edge in your field of expertise Special projects sponsored by key executives Sharpen business acumen & leadership skills Participate on special task forces and committees.

EXERCISE:

• Identify possible career-defining contributions


1. Work less 2. Work hard on the right projects3. Promote your accomplishments

5%

How to Promote AccomplishmentsAdd it to your LinkedIn profilePresent in meetings. Invite leaders.Send out a newsletter or regular status updatesSubmit article to your organization’s newsletterWrite a blog, or paper for publicationAsk to be nominated for an awardAsk a colleague to “toot your horn”, and

reciprocateSpeak on panels, and at conferencesForward kudos emails with “FYI”.


1. Work less 2. Work hard on the right projects3. Promote your accomplishments

5%

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


Are influence and power good, or bad?






Try to influence a situation

Become a person of influence


The Fundamental Truth about Influencing…


Dog Psychology Center


The Fundamental Truth about Influencing…

Our behavior teachespeople 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


Characteristics of a role model of influence

6. Positional

5. Expertise

4. Resources

3. Informational

2. Direct

1. Relationships

6 Sources of Influence


Positional Influence

The influence inherent in your job title and role.


Ways to build 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.


30-second commerciala) Name

b) Job title and brand

c) I am responsible for a, b, c.

d) 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

6. Positional

5. Expertise

4. Resources

3. Informational

2. Direct

1. Relationships


6. Positional

5. Expertise

4. Resources

3. Informational

2. Direct

1. Relationships



Expertise Influence

The influence that comes from your background, qualifications, experience and accomplishments.

“It’s not what you know and it’s not who

you know.

It’s who knows what you know.”

Nora Denzel, Interim CEO, Outerwall


Make your expertise visibleEarly career• Don’t wait for an invitation to speak up regarding your

areas of responsibility & expertise• 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, & in the media

6. Positional

5. Expertise

4. Resources

3. Informational

2. Direct

1. Relationships


6. Positional

5. Expertise

4. Resources

3. Informational

2. Direct

1. Relationships



Resources InfluenceNegotiating the resources you need to do your job well.


Build your resources influenceEarly Career• Become a good negotiator• Learn managing without authority & managing up

Mid-level• Suggest special projects as developmental

opportunities for others• Understand how finances and budgets work in

your organization

Senior-level• Be a mentor, sponsor, and talent scout

6. Positional

5. Expertise

4. Resources

3. Informational

2. Direct

1. Relationships


6. Positional

5. Expertise

4. Resources

3. Informational

2. Direct

1. Relationships



Informational InfluenceHaving a finger on the pulse of what is going on in your organization, industry, and profession.


Become 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.

6. Positional

5. Expertise

4. Resources

3. Informational

2. Direct

1. Relationships


6. Positional

5. Expertise

4. Resources

3. Informational

2. Direct

1. Relationships



Direct InfluenceBeing firm, professional and direct

when someone’s behavior is detrimental to the team or the organization.

(The 1% rule)


Effective use of direct influence

1) Be firm, fair and professional2) Be direct and concise while delivering

tough news3) Explain what was unacceptable and why4) Share your vision of their future potential

6. Positional

5. Expertise

4. Resources

3. Informational

2. Direct

1. Relationships


6. Positional

5. Expertise

4. Resources

3. Informational

2. Direct

1. Relationships



Relationships InfluenceThe influence that comes naturally with having a network of authentic relationships across your organization, industry, and profession.


The most important asset you will build in your career

Your Network(Your Sphere of Influence)


“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


Increase your relationships influence

• Think strategically about who to include in your network.

• Build a supportive network of collaborators, influencers and advocates.

Your Strategic Networking Plan

WHO With whom will you build relationships?

HOW How will you build those relationships?

WHO HOW

WHO HOWSue G.

Andy L.

Sue’s right handAndy’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 klatch.

EXERCISE:

1. Identify your WHO: With whom will you build relationships?

2. Identify your HOW: How will you build relationships with them?

6. Positional

5. Expertise

4. Resources

3. Informational

2. Direct

1. Relationships



Self-evaluation1. What are your strong sources of influence?

2. Which do you want to strengthen? How?

6. Positional

5. Expertise

4. Resources

3. Informational

2. Direct

1. Relationships


“… 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


This presentation is available at:

BeLeaderly.com/jul23

Documents

Taking the Lead with Jo Miller, CEO, Womens Leadership Coaching, Inc