Professional Powerhouse™ | Executive Career Advice, Executive Brand Management » Leadership

Can you build influence while telecommuting?

Kristi — Mon, 23 Aug 2010 13:48:21 +0000

A manager that I know holds a high-level post in a boutique professional services firm. He insists that he sit as close to his staff as possible. For years he avoided having an office, preferring to sit in the cubes with his staff so that he could be in the mix day to day, aware when challenges arise and accessible to dole out praise, proffer feedback and tackle challenges as they arise.

Another manager prefers to be the first in the office in the morning and the last to leave, believing that it helps his staff to see that the entire team shares the workload and accountability in their section.

And many of the managers that I’ve respected most have held tightly to the idea that they won’t ask their staff to do something that they won’t do themselves.

Our presence in the office sends not-so-subtle signals about the way that our work fits into our lives. If you’re opening the office at 7 am and closing it at 6 pm, you’re generally thought of as dedicated and hardworking (although questions about life outside the office may arise…).

It may seem archaic in an increasingly mobile, virtual workplace but the amount of time your butt spends in your office chair still impacts your perceived dedication. And it can directly affect how much you know about the undercurrents of office politics, the nuances of a developing client relationship or the level of engagement your team maintains.

But as more and more professionals seek “work-life balance” many management-level pros are yearning for flex time, telecommuting and other mobile work arrangements that make it easier to juggle their professional and personal commitments.

The question is… at what cost?

Can you continue to progress within an organization with a primarily telecommuting position?

What kinds of organizations support this kind of career path?

How can smart professionals stay engaged and informed with what’s going on in the office without needing to be there all the time?

Have you been a successful telecommuter? Let us know what has worked for you.

photo credit: DDFic

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Post tags: Manager, office chair, telecommuting, Working time

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The Perfect Job or Pipe Dream? Choosing career satisfaction

Kristi — Mon, 26 Jul 2010 18:02:02 +0000

I just feel like there’s something more out there for me.

Everyone’s looking for the Perfect Job. From Boomers who are looking to have a career that means something in the world to the Gen Y upstart who doesn’t feel that paying corporate dues is strictly necessary anymore. Many, many smart professionals are experiencing career ennui.

And while it’s true that some professionals do find a calling — the job that gets them to spring out of bed each morning, work tirelessly in support of lofty goals, and through which they feel they can create a legacy to be proud of — many more professionals find themselves falling short of career bliss.

If you’re in the second category, you might be considering a career change. Before you give up the stability and momentum behind your current career path, look hard at why you’re looking to make the leap, and other alternatives to meet those needs. Let’s look at the five most-cited reasons for making a career change in pursuit of the Perfect Job, and the top ways that you might not get what you’re looking for.

Reason 1: I want to make an impact on the world.

I’ve met dozens of successful, high-powered professionals who want to chuck the corporate lifestyle and go work for a non-profit. For some, the non-profit world can be the perfect job — using your talents to support a cause or organization you believe in can add an extra layer of satisfaction to your work. On the other hand, many find the non-profit world stifling. You may have to deal with tighter purse strings and significantly heavier oversight from volunteer Boards and committees. Where once you may have enjoyed the benefit of being able to delegate a good portion of your department’s workload, you may suddenly be both strategic leader and copy clerk.

Before choosing a non-profit path, talk to several who work in the organizations that you’re targeting. Learn more about what many find to be the perfect job elements — working hours, sense of purpose — and the cons — reduced autonomy and resources. Determine for certain if the switch will get you what you want.

If your new potential perfect job doesn’t turn out to be as you imagined, remember that your sense of purpose does not completely derive from your employment. Consider immersing yourself in volunteer work or a pet project that benefits your community on your off time.

Reason 2: I’m not using the full breadth of my capabilities in my current role.

It’s easy to get trapped in a silo — to have worked your way high enough in an organization that your role is either so specialized that you don’t get to flex your muscles often or so far removed from the customer or product that you don’t get to see the direct results of your labor. Because corporate roles tend to be narrowly defined, many executives find that to explore areas outside of their core responsibility is nearly impossible.

This is the point where you might be tempted to say, “Look, I’ve been a COO, now I want to have a greater impact in the sales arena.” And it’s natural to want to expand your skill set — especially since the next logical step up for you might require a much broader experience within the company. But you may be able to create a way to enhance those skills without leaving your current post.

Consider first a frank conversation with your manager. If you’ve been delivering great results where you are, asking for an opportunity to get a broader view of the organization is a development opportunity that he or she should consider. Look for strategic projects that touch other functional areas and volunteer to contribute your talents. Identify an area for growth at the company level that allows you some direct view on how other areas are functioning.

If internal opportunities aren’t immediately obvious, try looking for a mentor outside of your organization in an area where you’d like to develop. Use your time to gain exposure to a new function, generate ideas of how your existing role can interface better with other functional areas, and generally expand your understanding.

Or, consider an entrepreneurial project. Even a small side opportunity will naturally turn you into chief cook and bottle washer overnight. If tackling sales, marketing, accounting and operations for your own enterprise would give you the skills stretch you’re looking for, consider options for creating a side business.

Reason 3: I’m looking for more excitement, challenge or a general change.

Many times, the urge for a professional change isn’t so much that where we are is no longer serving us — it’s that we’re looking for growth. Your definition of the Perfect Job may require stretching your skills daily.

If you find yourself craving change, ask yourself — when was the last time your work challenged you? Inspired you? Pushed your boundaries?

Oftentimes, after years with the same organization we’ve become excellent at doing what we do each day — and being excellent can get boring. But taking your excellence elsewhere isn’t your only option. What if you could lead a new initiative within your organization? What if you recommitted to enhancing your skills in a key area? Perhaps you’ve get phenomenal skills in delegation and operations management, but want to build stronger relationships with your direct reports. Or, perhaps you could take the lead in succession planning in your department, cultivating skills in others. These may not be mission critical endeavors, but if you’re delivering top-notch results with effort to spare, why not focus on personal improvement in a key area or two?

Consider a workshop or class — perhaps even funded by your company — and try to apply the concepts to fine tune your leadership in key areas.

Reason 4: I don’t think I want to play the corporate game anymore.

If you’re burned out, it may seem like there’s no option but to get out.

Frustration with back-room deals, politics, backbiting and the competitive atmosphere can dampen anyone’s corporate enthusiasm. But many times executives make the mistake of assuming the problem is the environment. “If I just get out of here,” they think, “it will be different.”

Unfortunately, too many times it’s not true. Sometimes the place is just so toxic that everyone struggles to succeed. Other times, you can make a change that will shift the landscape for you, making success and even enjoyment of your work possible again.

Is there anyone in your workplace who seems not to struggle with the issues you’re dealing with? What makes their situation different than yours? Is it something you can emulate?

What if you chose to interact with your team, manager or subordinates differently? What if you chose not to play the game? What impact might that have on your day to day?

One of the biggest struggles a professional can tackle is change in the face of culture. If you’re willing to do a little social experimenting and break out of the predictable office patterns, you just might be able to create a better work environment for you and those around you.

At the very least, it should keep you busy.

Reason 5: I don’t feel like I’m competitive in my market anymore.

If you’re working in an industry that’s been decimated due to the economy, or if you’ve found that your industry for some reason is passing you by and you’re not interested in tagging along, you may be considering a step outside of your career.

Often when I talk to people evaluating this option, they believe by making a career change, they’ll have an easier time finding a new job.

They’re wrong. The difference in making the switch isn’t in this job search — it’s the next one.

By moving into an industry where you don’t have experience, you’re typically standing in line behind all the people who do have experience. It’s not impossible to get seen and get hired, but you are going to have to work harder to get noticed.

Once you’ve secured that first dream job in the industry, it’ll be easier for you to make the transition to other positions from there. If the industry truly does provide more opportunity — think healthcare or green jobs — then your long-term prospects are much better. But short term you may actually be worse off.

So do a clear accounting. If the market force you’re up against is temporary, the hard work you’ll need to get into a new industry may not be worth it, as applying the same work within your industry is more likely to pay off. However, if what you do now is on its way to extinction, you’re right to consider a jump.

Before chasing The Perfect Job — be very clear on what perfect means to you

Don’t find yourself in a career bind because you bought the brochure of what career satisfaction should look like. Do your research, and understand the pros and cons of any career jump. Only then can you evaluate if a change is in your best interest — or will lead you down a blind alley.

photo credit: pasotraspaso

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Post tags: Business, COO, Employment, healthcare, job search, Learning, Manager, Personal life

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Executive Brand: Personal branding goes big leagues

Kristi — Mon, 12 Jul 2010 16:33:12 +0000

Building an executive brand is more complex, more subtle, and easier to get off track than personal branding practitioners would have you believe. In order to cultivate a powerful executive brand — the kind that gets decision makers to take notice — you have to pick and choose personal branding strategies carefully, assembling them into a comprehensive vision of you as a capable corporate leader.

How Executive Brand is Different than Personal Branding

Executive brand is simply an extension of personal branding applied to your high-level career. But it’s more than that, because it requires a better view on the subtle nuances that distinguish corporate leaders in the marketplace. Here are some of the differences:

Strategy vs. Tactics: Personal branding enthusiasts might suggest that writing an article on how to open doors to new sales prospects will garner attention and acclaim. But an executive brand holds a different promise which is less tactical and more strategic, less instructional and more demonstrative. A mid-level manager might get great results from such an article, but you will better support your executive brand by being quoted in an article about the success you’ve seen devising and implementing innovative sales and marketing strategies.
Visibility vs. Exclusivity: Many personal branding advisers will trumpet the importance of visibility. The more people see you, the more they will remember you and the better the chance for opportunities. But it’s possible to water down your executive brand promise with too many opportunities to access your expertise. Being selective about giving people access to you in the right venues at the right times can fuel people’s perceptions of you as an important, dynamic changemaker.
Self-promotion vs. Public Relations: Corporate superstars aren’t posting their own bios and hawking their own wares. Thinking about a powerful professional you admire, you likely didn’t develop admiration for them based on what they said, but on what you learned about them through other trusted sources — friends, colleagues, or even the press. True executive brand building leverages third-party credibility to build big leverage — respect.
Being authentic vs. Being marketable: Personal branding experts push forth the importance of authenticity, which can be a powerful tool. But being too authentic can get in the way of your career growth down the road. Imagine your career as a neverending campaign for public office — you’ll work day to day to connect with people in a meaningful way, ensure understanding of your ideas, and get the word out about your qualifications, without ever saying anything that will end up as a sound bite on the evening news. A successful executive brand walks this fine line.

How are you channeling corporate powerhouse in your executive brand building efforts?

photo credit: Scott Ableman

© Kristi for Professional Powerhouse™ | Executive Career Advice, Executive Brand Management, 2010. | Permalink | No comment | Add to del.icio.us
Post tags: brand, Brand architecture, Business/Finance, Executive, executive brand, executive career, executive job search, job search, marketing, personal brand, personal branding, personal marketing

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Thoughts on Effective Management: Recap 2009

Kristi — Tue, 29 Dec 2009 12:57:23 +0000

If you’re a manager…

If you ever want to be a manager…

If you have a manager…

Heck, if you ever deal with people, effective management skills can help you get ahead. Sure, managers have some administration responsibility–compensation, performance reviews, status reports and the like–but at its core, management is effective relationship building.

Here are some of this year’s thoughts on management to get you started for 2010.

How NOT to Win that Job Promotion (Guest Post, Andrew Rondeau)

Do You Pay it Forward?

Achieving Excellence through Exceeding Yourself

7 Keys to an Effective Open Door Policy

5 Ways to Increase Your Value On the Job

What management topics do you want to see in 2010? Share in the comments!

photo credit: P/UL

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How to boost your confidence in 10 seconds, 10 minutes and 10 days

Kristi — Thu, 03 Sep 2009 08:51:01 +0000

You’re a savvy, capable professional, but even you suffer an occasional ding to your confidence. Something that lasts moments is no biggie, but confidence is key to creating positive impressions in a range of situations, including networking, interviews, leadership, change management and more.

If you’re feeling a little shy, sheepish or tepid, here are three ways to get your confidence back on track.

In 10 seconds: Take a deep breath, smile, and visualize success. Imagine your obstacles disappearing, your efforts being rewarded, and you standing triumphantly in the winner’s circle.
In 10 minutes: Attend to your primary needs. Get a snack, drink some water, take a walk around the block. Step away from the stress that’s impacting your mindset for a bit, so that you can recenter your thoughts around something positive.
In 10 days: Choose one goal outside of your career and make 2-3 distinct, tangible steps towards accomplishing it. Seeing yourself successful in another arena will have a halo effect, creating a more positive, can-do attitude in the workplace.

How do you give yourself a confidence boost?

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Building your following: Have more questions than answers

Kristi — Mon, 13 Jul 2009 11:19:36 +0000

Liz Strauss–perhaps one of the best online community builders out there–posted a quick, thought-provoking video clip on her blog, which is targeted towards bloggers. But as with so many things, what works for promotion online and in business works equally well when it comes to “promoting” yourself.

We’ve talked about how job search is a sales pitch. But what truly makes a sales pitch successful is more than a glossy presentation and a hard push at the end. Consultative sales, where the goal is to partner with the client to learn their business and identify the best solutions, is a much better model. And the only way to create these kind of solutions is to ask the right questions and develop an understanding.

So, if you want people to get on your bandwagon–be it to assist you with your networking, giving you a job, embracing you as a leader, respecting you as a manager–it has to be about them first.

How will you make their priorities yours today?

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Personal power and leadership: The Obama factor

Kristi — Mon, 06 Jul 2009 11:54:16 +0000

Last week we dissolved the stigma around personal power. And rightfully so. As this article about President Obama’s effective use of personal power argues, personal power makes us more effective in a number of ways.

The article shares some direct benefits of personal power:

Personal power frees us to listen. In the absence of a perceived threat to our position, we are more free to listen to and accept the viewpoints of others without necessarily abandoning our own.
Personal power increases clarity of thought. This may be because with greater confidence, we can focus more on the facts and impacts and less on repercussions and other external factors.
Personal power increases creativity. If we perceive ourselves to be powerful, we are less likely to self-censor. More creative ideas seem more doable, and we feel less risk by suggesting something “outlandish.” The freedom to explore innovative ideas is key to growth personally and for our organizations.
Personal power allows us to ignore bad advice. “Because the boss said so,” is no longer a sufficient argument. People who feel personally powerful value the opinions of those who have experience and know-how, but also value their own judgment.

Personal power is the driving force behind great change. Effective leaders have to possess it, because they have to believe in their own capability in order to succeed. The author of the article, Lee Dye, posits that President Obama’s personal power could be the deciding factor in the success of his administration. It’s still early to be branding our new President a success or not, but it’s not too early to see that his ambitious goals will require him to marshal all of his resources, including his personal power.

What is possible for you because of your personal power? How have you created change in your organization?

photo credit: Violentz

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Post tags: Career, effectiveness, Leadership, power

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Personal power: Power is not a four letter word

Kristi — Thu, 25 Jun 2009 11:51:34 +0000

A manager I know is a rainmaker. He’s a personality, a force to be reckoned with. His success and reputation precede him in the industry and his talents are sought after. He’s everything you’d want for your team, except for his tendency to ignore the needs of those around him.

In this situation, there’s a native power imbalance. Someone with a very high organizational value is forgetting his collaborative skills. And because of his relative position, those that are suffering find themselves accepting it. “Eh,” they say, “What’ll ya do?”

The answer: Gripe. Pollute the team. Disengage.

If you listen closely at the water cooler, the commentary will likely focus less on the actions that the person takes than the attitude he displays while taking it. “He thinks he’s so important.” “Who does he think he is?” “What gives him the right?” Really, they’re talking about the power imbalance.

It’s situations like these that have given power a negative connotation. “Power” conjures up the world of politics, law, major corporations, lobbyists. But there’s just as much power in non-profit fundraising, running a marathon, and curing cancer. Power is about capability. It’s about making things happen. Power is what makes you a successful individual, in both your professional pursuits and life in general.

When you feel yourself reacting negatively to someone, ask yourself where the power lies. Do they have power over you? Do you have power over them? Do you have power to positively impact the situation?

It’s the negative reaction to other people’s power, or the concept of power, or the implications of power — these attitudes separate you from your power.

We don’t grow more successful by sniping at the power of others… only by empowering ourselves.

Is there something in your way? What is in your power to do, today, to get moving again?

photo credit: shoothead

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Post tags: Career, Coaching, effectiveness, power

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Daily leadership: Incremental choice and relationship building

Kristi — Mon, 15 Jun 2009 11:22:26 +0000

Last week we talked about the concept of incremental choice, looking at each decision as an opportunity to bring you closer to your goals. Next, we put the concept in the framework of your job search, as a way to keep focused and motivated towards your goals. Today, we tackle incremental choice and leadership.

Leadership is fruitful ground for the idea of incremental choice. Effective leadership includes each of the following, all of which are dependent on the routine, day to day work that you do rather than the grandiose gestures that people typically associate with leadership:

Rapport. Rapport comes from daily interaction where you show that those around you have value. Taking time to listen, to remember the major details of someone’s life, and to share some of yourself with others. The choice: to brush by people in the hallway or to smile and say hello. To ask someone how they like the weather, or to ask about their children, spouse, pets or hobbies.
Respect. You have to give it to get it. Respecting other people’s schedules, opinions, work, and more will all contribute to their willingness to follow you. The choice: To see employees as “resources” or “capital”, or to see them as individuals.
Communication. Leadership is about getting people to buy into the vision, but they can’t do that if they don’t know what it is. The choice: Tell or sell. Instruct or inspire.
Accountability. High-performing organizations have high standards for all members of the team, including you. The choice: Hubris or humility.

Each choice you make, every day, brings you closer to integrity and effectiveness or farther from it. So ask yourself, what choice will you make today?

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Post tags: behavior, Career, effectiveness, Leadership

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Leadership through effective meetings

Kristi — Fri, 29 May 2009 11:31:35 +0000

I was reading a post at All Things Workplace on understanding the purpose of meetings to make them more effective.

It’s a great read. So often, people forget that effective meetings accomplish something.

Effective meetings also enhance perceived leadership. A great leader knows how to support others in their pursuit of success, and a vaguely defined hour of sitting around a table, rehashing old ideas that doesn’t deliver a clear benefit to the attendees only gets in the way.

What’s a clear benefit? Direction, decisions, collaboration or information. Without any of these, you might as well cancel your meeting and send a memo. People will thank you for it.

Did your last meeting provide a benefit for the people that attended?

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Post tags: effectiveness, Leadership, Management, meetings

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