Michael Geczi

Want Advancement? Make Sure People Know What You Actually Do And Want To Achieve October 13, 2020 Shellye Archambeau Contributor ForbesWomen I am one of tech’s first Black female CEOs, a Board Director & Author. Most people work hard. But working hard won’t necessarily get you promoted or new job offers if people don’t know what you do. Recommendation: Ignore the advice (that comes all too often) to put your head down, work hard and it will all work out. It won’t. But that doesn’t mean you can’t achieve your goals. The Problem When you get passed over, or don’t get invited in for the interview, how often do you find yourself wondering one or all of the following: What am I doing wrong? I’m ready for that next title. Why am I not being considered for anything? The problem is two-fold: you aren’t speaking up and, as a result, the decision-makers don’t know what you do and/or what you want. You need to tell your boss (or your boss’s boss, if your organization is flatter and you can handle the risk) what you do, what you want, and why such a move would be beneficial for the company. “Self-awareness in the workplace means knowing yourself, your supervisor and your employer,” says Johnny C. Taylor Jr., president and CEO of the Society for Human Resource Management (SHRM), the world's largest HR professional society. “This means showing you have objectively evaluated your performance, you see yourself and the situation from your supervisor’s perspective, and you understand your part in – and value to – the whole organization.” A little more on speaking with your boss’s boss. It isn’t for everyone as, in some cases, it carries some risk. But Karen Dillon, coauthor of How Will You Measure Your Life?, notes that a relationship with the person at that next level can provide more insight into corporate strategy as well professional leverage. “Having that person as your champion increases the likelihood that your promotion will be approved, your raise will go through, and you’ll be considered for that next great assignment,” she says, cautioning, however, that it is “a delicate dance.” Women’s Unique Challenge Now, the “self-awareness” piece gets complicated when you consider gender. Why? It’s because there continues to be some conventional wisdom in the professional world about why women don’t get promoted. More or less, it boils down to “women don’t ask for what they want.” The reality, however, is much more complex. • • In 2016, the Women in the Workplace study conducted by LeanIn.org and McKinsey & Company found that women do ask for what they want – a big change over the years. This is positive progress, but there’s a catch: Women who negotiate are 30% more likely than men to be told they are too “aggressive,” “bossy,” or “intimidating.” Moreover, women receive less informal feedback from their supervisors, which suggests a communication disconnect, not to mention a paradox: Women are told, simultaneously, to ask for what we want and to stop pushing. Interestingly, both those pieces of feedback turn the responsibility back to women, suggesting it’s our fault if we have difficulty getting opportunities. Meanwhile, women are hard pressed to get constructive feedback on how to become that ideal assertive yet gentle employee. Could it be that this ideal is not realistic? Research shows that women still encounter unrealistic expectations in the workplace. Most likely, neither women nor men are fully aware of how those expectations are playing out in our interactions. Get Your Message Out To be clear: the following is not suggested as the only solution to this issue, but it is a consideration: Not only should you tell people what you want, you should tell everyone what you want. You have a goal … you should put it out in the open so it becomes a part of your identity. Broadcast your intentions! You never know who is listening, who might have a connection – or conversely, who might have their own reasons to withhold information. The more people who know what you want, the more likely you are to get an opportunity. It takes some guts to tell everyone what you want. It does feel risky. But you have to learn to take those risks. When a situation arises, ask yourself the following: What’s the worst that can happen? Can I live with it if the worst does happen? Usually, when it comes to asking for what you want, the worst that can happen is you might get told no. Chances are you can live with that. Net-net: the benefits of broadcasting your intentions far outweighs the discomfort of hearing no. Everyone is busy. So, keep it simple so it works. Here’s the reality: Unless people manage you or work with you day in and day out, they won’t take the time to understand all of your responsibilities. So, you have to let them know in professional and appropriate ways. • • • Be proactive. Distribute weekly or bi-weekly updates to the extended team with which you work. Do it in an informative way so it isn’t perceived as selfpromotional. Take advantage of opportunities. When people ask you how you are, tell them what you are working on. “I’m excited because I just landed a new large customer.” “I’m exhausted after three weeks of contract negotiations, but it was worth it. We got everything we wanted.” Provide meaningful answers. When people ask you what you do, don’t just give them a title. Titles don’t mean anything because there isn’t a standard set of responsibilities. Take 20 seconds and tell them the things for which you are responsible. Now they know what skills you likely have and – if an opportunity arises with need for your skills – they will remember you. They won’t if you just gave your title. Rehearse. Present your case. Explain what you have achieved in your current position. It will make you a strong candidate for the position you want. And, once people know what you do, it’s a fairly easy transition to letting them know what you want. Make It Happen You don’t have to sit idly by wondering why opportunities aren’t coming your way. You have the ability to influence outcomes by speaking up and making a strong case for yourself. “Chase opportunities and take risk. If you want something speak up, get out and get it,” writes Linda Descano on LinkedIn. “Don’t wait until you think you are fully ready, as it might be too late. You may not deliver extraordinary outcome if you are too careful about staying in an ordinary course. ###