POISED FOR LEADERSHIP Jo Miller, CEO, Women’s Leadership Coaching, Inc.
description
Transcript of POISED FOR LEADERSHIP Jo Miller, CEO, Women’s Leadership Coaching, Inc.
Copyright 2012, Women’s Leadership Coaching Inc.
1
POISED FOR LEADERSHIP
Jo Miller, CEO, Women’s Leadership Coaching, Inc.
Copyright 2012, Women’s Leadership Coaching Inc.
2
WELCOME
Audrey Van BelleghemDirector, CTO Office Strategic Programs
Copyright 2012, Women’s Leadership Coaching Inc.
3
Jo Miller, CEOWomen’s Leadership Coaching, Inc.
Over 13 years providing leadership coaching and seminars Coached hundreds of women worldwide Seminars for women’s networks at eBay, Microsoft, KPMG, Intel, Oracle, Alcatel-Lucent, Nortel, Rockwell Collins, UBS, and moreSilicon Valley’s “Women of Influence”, 2008.
Copyright 2012, Women’s Leadership Coaching Inc.
4
THE EMERGING LEADER’S QUANDARY:
You can’t get a higher level job without leadership experience…
But you can’t get the experience without the job.
Copyright 2012, Women’s Leadership Coaching Inc.
5
Are you the best-kept secret in your organization?
Copyright 2012, Women’s Leadership Coaching Inc.
6
Core Competencies for Emerging Leaders
Organizational AwarenessSphere of InfluenceLeadership BrandVisibilityInfluencingSelf-Leadership
Copyright 2012, Women’s Leadership Coaching Inc.
7
GOALS FOR THE WORKSHOP
Copyright 2012, Women’s Leadership Coaching Inc.
8
INTRODUCTIONS:Why are you here?
Copyright 2012, Women’s Leadership Coaching Inc.
9
Introductions
1)Name2)Company & role3)Goals for the workshop4)Something we wouldn’t guess about you…
Copyright 2012, Women’s Leadership Coaching Inc.
10
What is leadership?
Copyright 2012, Women’s Leadership Coaching Inc.
11
A leader is someone who:Has the ability to motivate others, inspire a common vision, drive
change, and make an impact.
Has charisma, passion, vision, and the courage to take risks.
Speaks clearly and concisely about complex topics, has the ability to problem-solve and knows what actions to take in difficult
situations.
Sees a goal, the path to the goal, and is energized by the opportunity to influence, guide and motivate others to accomplish
the goal.
Has the ability to make a positive contribution.
Makes a difference, leads change, gets stuff done.
Copyright 2012, Women’s Leadership Coaching Inc.
12
ORGANIZATIONAL AWARENESS
Copyright 2012, Women’s Leadership Coaching Inc.
13
OFFICE POLITICS
Do you enjoy playing the game?
Copyright 2012, Women’s Leadership Coaching Inc.
14
“…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.
Copyright 2012, Women’s Leadership Coaching Inc.
15
Office Politics
Organizational Awareness
Copyright 2012, Women’s Leadership Coaching Inc.
16
Office Politics
Organizational Awareness
Being a savvy observer of the communication and relationships that
surround you in your organization
Copyright 2012, Women’s Leadership Coaching Inc.
17
The Org Chart
Copyright 2012, Women’s Leadership Coaching Inc.
18
THE ORG CHART
Doesn’t tell the full story
Copyright 2012, Women’s Leadership Coaching Inc.
19
THE SHADOW ORGANIZATION
Copyright 2012, Women’s Leadership Coaching Inc.
20
The Org Chart
Copyright 2012, Women’s Leadership Coaching Inc.
21
Relationships
Copyright 2012, Women’s Leadership Coaching Inc.
22
Relationships
Copyright 2012, Women’s Leadership Coaching Inc.
23
Relationships Influence
Copyright 2012, Women’s Leadership Coaching Inc.
24
Relationships Influence Coalitions
Copyright 2012, Women’s Leadership Coaching Inc.
25
Relationships Influence Coalitions
Copyright 2012, Women’s Leadership Coaching Inc.
26
Relationships Influence Coalitions Key Influencers
Copyright 2012, Women’s Leadership Coaching Inc.
27
Relationships Influence Coalitions Key Influencers Verticals
Copyright 2012, Women’s Leadership Coaching Inc.
28
Relationships Influence Coalitions Key Influencers Verticals
Copyright 2012, Women’s Leadership Coaching Inc.
29
EXERCISE:
• Map your shadow organization
Copyright 2012, Women’s Leadership Coaching Inc.
30
Relationships Influence Coalitions Key Influencers Verticals
Copyright 2012, Women’s Leadership Coaching Inc.
31
EXERCISE:
• What are some ways to gather information to map your shadow organization?
Copyright 2012, Women’s Leadership Coaching Inc.
32
Every organization has unwritten, unspoken “Rules of the Game”.
Copyright 2012, Women’s Leadership Coaching Inc.
33
EXERCISE:
1.Identify some “rules of the game” in your organization.
2.What are ways to navigate ethically and effectively within these rules?
Copyright 2012, Women’s Leadership Coaching Inc.
34
SPHERE OF INFLUENCE
Copyright 2012, Women’s Leadership Coaching Inc.
35
The most important asset you will build in your career:
Your network
AKA Your “Sphere of Influence”
Copyright 2012, Women’s Leadership Coaching Inc.
36
“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 Vanderbroek, CTO, Xerox
Copyright 2012, Women’s Leadership Coaching Inc.
37
The McKinsey Leadership Project:“What drives and sustains successful female
leaders?”
• CONNECTION:“People with strong networks and good
mentors enjoy more promotions, higher pay, and greater career satisfaction”
Copyright 2012, Women’s Leadership Coaching Inc.
38
Copyright 2012, Women’s Leadership Coaching Inc.
39
Copyright 2012, Women’s Leadership Coaching Inc.
40
Inner circle
Copyright 2012, Women’s Leadership Coaching Inc.
41
Inner circle
Copyright 2012, Women’s Leadership Coaching Inc.
42
Middle circle
Inner circle
Copyright 2012, Women’s Leadership Coaching Inc.
43
Middle circle
Inner circle
Copyright 2012, Women’s Leadership Coaching Inc.
44
Outer Circle
Middle circle
Inner circle
Copyright 2012, Women’s Leadership Coaching Inc.
45
A Networking Success Story
1. A more senior job opening that was not officially announced
2. Encouragement to apply, though she felt under qualified3. Personal introduction to the hiring decision-makers4. Insider information about the skills and qualities
necessary to succeed in the job5. Consulting advice to answer interview questions she felt
unprepared for6. Advocacy of people in the hiring committee’s
inner circle of key influencers.
Copyright 2012, Women’s Leadership Coaching Inc.
46
Your Strategic Networking Plan
WHO With whom will you build relationships?
HOW How will you build those relationships?
Copyright 2012, Women’s Leadership Coaching Inc.
47
WHO HOW
Copyright 2012, Women’s Leadership Coaching Inc.
48
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 klatch.
Copyright 2012, Women’s Leadership Coaching Inc.
49
EXERCISE:
1.Identify your WHO: With whom will you build relationships?
2.Identify your HOW: How will you build relationships with them?
Copyright 2012, Women’s Leadership Coaching Inc.
50
5 Key People to Have in Your Network
Copyright 2012, Women’s Leadership Coaching Inc.
51
The Connector:
A true ‘people person’ Puts others at ease Knows (and gets along with) everyone Loves to opens doors & make introductions Watch them, and learn!
Copyright 2012, Women’s Leadership Coaching Inc.
52
The Informational Powerhouse:
Strives to keep a finger on the pulse Loves to stay current on organizational issues Knows about changes before they occur Filters useful information from gossip or ‘noise’ Has information in advance about new projects,
opportunities, organizational reshuffles, resource allocations, budget cutbacks, etc.
Copyright 2012, Women’s Leadership Coaching Inc.
53
The Influencer:
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.
Copyright 2012, Women’s Leadership Coaching Inc.
54
The Mentor:
Seasoned and respected Advises on how to navigate situations Gives honest feedback and critique Can sponsor you, open doors, and connect you with
opportunities.
Copyright 2012, Women’s Leadership Coaching Inc.
55
“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
Copyright 2012, Women’s Leadership Coaching Inc.
56
The Senior Leader Sponsor
Your manager’s peers, and above Have the power to accelerate your career development Help you align your work effort with your organization’s
strategic goals Attract recognition for your work Connect you to special projects, special task forces and
committees, and promotions.
Copyright 2012, Women’s Leadership Coaching Inc.
57
5 Key People to Have in Your Network
1.The Connector 2.The Informational Powerhouse3.The Influencer4.The Mentor5.The Senior Leader Sponsor
Copyright 2012, Women’s Leadership Coaching Inc.
58
LEADERSHIP BRAND
Copyright 2012, Women’s Leadership Coaching Inc.
59
The Perception Gap
Copyright 2012, Women’s Leadership Coaching Inc.
60
“Be famous for something!
Know what is your claim to fame.”
- General Manager.
Copyright 2012, Women’s Leadership Coaching Inc.
61
The 3 Essential Elementsof a Great Personal Brand
Copyright 2012, Women’s Leadership Coaching Inc.
62
What are you passionate about?
What does your company and/or industry need and value?
What are your skills & talents?
Copyright 2012, Women’s Leadership Coaching Inc.
63
EXERCISE:
What is your ideal career niche?
Copyright 2012, Women’s Leadership Coaching Inc.
64
“Be authentic about your own leadership style. Don’t try to change it.
Own it. Communicate it. Put a brand on it. Put a value on it.”
- Dr Rohini Anand, SVP, Global Chief Diversity Officer, Sodexo
Copyright 2012, Women’s Leadership Coaching Inc.
65
“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, J.D., L.L.M., Senior Vice President & Chief Tax
Officer, Wal-Mart
Copyright 2012, Women’s Leadership Coaching Inc.
66
“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, J.D., L.L.M., Senior Vice President & Chief Tax
Officer, Wal-Mart
Copyright 2012, Women’s Leadership Coaching Inc.
67
Financial analystchange agent
Program directorgo-to person for strategy
Software engineersubject matter expert and thought leader
Copyright 2012, Women’s Leadership Coaching Inc.
68
Your brand should evolve at different points in your career
Copyright 2012, Women’s Leadership Coaching Inc.
69
“Make your brand scalable”
- Krista Thomas, former VP, Marketing & Communications, The Calais Initiative,
Thomson Reuters
Copyright 2012, Women’s Leadership Coaching Inc.
70
Your brand must evolve as you develop your career
Entry-level brandsValuable contributor. Team-player. Specialist. Go-to person. Subject matter expert.
Mid-level brands Strategist. Innovator. Change agent. People motivator. Project leader.
Senior-level brands Visionary. Leader who develops leaders. Charismatic leader. Quiet Leader.Delivers business results.
Copyright 2012, Women’s Leadership Coaching Inc.
71
EXERCISE:
What is your leadership brand?
Copyright 2012, Women’s Leadership Coaching Inc.
72
“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, J.D., L.L.M., Senior Vice President & Chief Tax Officer, Wal-Mart
Copyright 2012, Women’s Leadership Coaching Inc.
73
PERSONAL ACTION PLAN
Copyright 2012, Women’s Leadership Coaching Inc.
74
This presentation is available at:
www.womensleadershipcoaching.com/
mar6.htm