Women, Get Promoted in 2020

, ,

Get PromotedIf your goal is to get promoted in 2020, then you might consider doing an inventory of your relationships. Figuring out who your advocates or sponsors are is a good start. Then think about how you deploy them as true sponsors, so that you can secure and be rewarded for some high profile assignments. This, if you can get a great sponsor and are willing to make them look good is still a very effective career strategy.

My favorite academic Hermina Ibarra discusses the spectrum of mentor to sponsor or advocate in HBR in a way that really demonstrates that it is ok to have a mentor but to not be surprised when they are just an advice giver as opposed to an opportunity giver or “cash their chips on your behalf” person for you.

Sponsorship, almost ten years old as a named concept

We first started writing about sponsorship when the term was coined by Sylvia Ann Hewlett in 2011 when she wrote with Amex about the benefits of the relationship for female executives looking to succeed at work. We continued to write about through the early teens of this past decade as people struggled with the differentiation of mentors versus sponsors. The conclusion that Ibarra makes and I agree with as an organizational coach, is that most formal sponsorship programs haven’t delivered and in some cases have been scrapped altogether. As she states in her article,

“Typically, they abandon sponsorship because experience has shown them that while you can ask senior executives to provide advice and support to high-potential women, you cannot mandate that they spend their personal capital advocating for people they don’t know well or may not be bullish about.”

So, what can you do? Figure out who is who in your network using Ibarra’s sliding scale of mentor, strategizer, connector, opportunity giver and advocate. Once you know where you stand, you can start to know what your ask is!

Know the talent processes

Secondly, I am often surprised when as a coach, someone tells me they want to be promoted but yet have not investigated the formal talent processes at their firm. It is important to know what you have to do to be in the running as sometimes there is formal nomination and that can form the very basis for the plan that will take you to the next level. You can tell HR or your boss that you are interested in a long-term future there at your firm and therefore would like to know what you need to do to be considered for promotion. You can even request a specific timeline as the worst that can happen is that you tell you nothing, which is information in itself. Observe what behaviors and who gets rewarded at work as these are cultural norms that play a part in subjective talent processes in firms that are looser on their formal processes.

You can then focus your networking, and your work projects. When you are doing stretch assignments that matter, find ways to make sure others know as that is better than working yourself to the bone and expecting the reward on sheer volume of work alone.  Start having the right conversations with the right people, and if this sounds political then know that is how life implicitly works as men have meetings outside meetings all the time in the bathroom, bar, ballgame and the hallway. I sit in cafes a lot with my laptop and I hear men gossip about work even more than women do and they never say that other men are not competent, yet I hear women colleagues being undermined over coffee by women and men, sadly most days. The double bind of how you are darned if you do and darned if you don’t!

Other things to do in 2020 to get promoted

Thirdly in 2020, read the book by long-time collaborator and friend of theglasshammer Sara Canaday called “You, according to Them” that will help you understand that how you are perceived is just as important as who you actually are.

Lastly, to get promoted one of the best strategies is to get a coach. The FT just reported it’s the biggest thing so far in 2020 for career success and empirical evidence suggests randomized control tests showed that 85 per cent of coachees were better off than those in the control group,  not just in their own view, but also in the opinion of their line managers.

Hermina Ibarra’s latest work espouses coaching style for managers as the future. I believe her.

We walk the talk so call us for a complimentary chat about whether a coach can help you get what you want in 2020. Email nicki@theglasshammer.com as we have real life success stories for the past seven years of coaching VP, SVP, Managing Director and C-level women in the financial, professional and technology industries. Put coaching in the email subject line.

/by

Transitioning into Life as a Working New Mother

, ,

Guest contributed by Sydney Miller

Over the past decade, we have seen a significant increase in the number of working mothers.

Mothers are the primary money earners in 40% of households with children under 18 today, compared to 11% in 1960. Choosing to be a full-time working mother isn’t always an easy decision to make, but it’s often a necessary decision. With the cost of living on the rise, it’s important for families to plan for their best financial future. This is especially true for single mothers.

Recently, we’ve seen great strides made towards better maternity and paternity leaves globally. This allows more parents the ability to take the necessary time off postpartum. It’s crucial for new mothers to have time to bond with her newborn and recover. When this leave is over, it’s time for her to return to work. This transition can be very hard. She’ll need time to cope with the emotions of returning and getting her head back into the work mode.

Are you or someone you know a new mother who is planning to return to the office soon? If so, follow our tips for getting back into your comfort zone at work.

Talk to Your HR Department

When you have a confirmed date in mind for returning to work, ask to set up a meeting with your HR department. You’ll want to work out all the details and paperwork with them ahead of time. Ask them all your top of mind questions now so you’re prepared. They’ve most likely been through this before. Ask if your company allows for flexible hours or telecommuting. Also, ask them if they have a private room available to you for breastfeeding needs. They may also have benefits set up for new parents, so be sure to go over all the details with them.

Sit Down With Your Team

During your maternity leave, appoint a contact for yourself in your office. The two of you can remain in communication during your time off. They’ll be able to fill you in on any important news and projects that you’ll want to be aware of. Going back to work prepared shows your commitment to the job and your flexibility.

A week or two before you go back, arrange a meeting with this coworker and/or your supervisor. Grab a cup of coffee out or come into the office. At this meeting, you’ll want to sort out the details of your work when your back and what their expectations are for you. If there are any limitations to your return, make them aware of them at this meeting. For example, if there’s a day of the week you are unable to work or any physical limitations you may have.

Look and Feel Your Best

The best way you’ll be able to acclimate to your new life as a working mother is by being confident in yourself. It’s important for new mothers to take care of themselves. Even the simple idea of having time for a long shower goes out the window when a new baby arrives. Although, you must look and feel your best to be your best. This is true both at home and at work. Show your employer your commitment to your job by being the best version of you.

Do your professional clothes still fit you well? If not, shop for a few pieces that you’ll be able to make many outfits out of instead of spending more than you need to. If you’re breastfeeding, you’ll want to invest in a versatile nursing bra that works with your work outfits. You should feel comfortable in what you wear but also professional. Treat yourself to a new haircut or take a long bath the week before. You deserve to rest before your life becomes hectic again.

Plan and Organize

Organization will be helpful to you during this busy time. At the top of your to-do list, should be arranging for childcare. Pick a center or nanny that you trust. Do a practice run getting into the routine of taking your newborn to where they will cared for. Then head to your office. Time the whole process. This way you’ll know what to expect come the first day. You should also have a backup plan in case. If you’re stuck at work one night or your child is sick, who can pick them up? Find an emergency contact to fulfill this duty and be available if they cannot reach you.

Put everything down on a calendar. Whether it’s pickup schedules, working hours, or important events. You’ll want to be on the same page as your significant other. If you find there is overlap in schedules, this will be a great way to plan this out.

Find Your Support Team

You’re most likely aiming to be supermom, right? You want to spend as much time with baby as possible of course. But you also want to succeed at work all day, be a great friend/wife and then come home to cook and clean everything. However, this isn’t always realistic. There are so many hours in the day and you’re only one person. Take a deep breath. No mom or employee is perfect.

Find a support group that can help you through the difficult times. If there are other moms at your office that have small children, start a support group. They’ll be able to give you advice for acclimating back into work life because they’ve been there. These are the people who understand best what you’re going through. Set up playdates or much need girls nights.

Don’t be afraid to ask for help when you need it. Your family, friends, significant other, and supervisor will all be there for you. If you need a day off, ask for it. If you need a sitter to go to the store by yourself for once, ask for it. Never feel alone in this process, someone will be by your side to help.

Disclaimer: The opinions and views of guest contributors are not necessarily those of theglasshammer.com

/by

Three Reasons We Hate Asking for Help – And Why We Need to Get Over Them

Contributed by CEO Coach Henna Inam

“Umm…I have a favor to ask.” Believe it or not, these are some of the hardest words for me. As much as helping others makes me feel good, I have a hard time asking for help. Yet, asking people for favors is a key enabler for us to meet our goals. Here are three mindsets that keep us from asking others to help us and how to overcome them.

Asking for Favors is Tough. I was recently doing a keynote speech on the topic of “Getting Sponsored To the Top.” I shared data about how women have a very different view of work relationships than men that keeps them from getting sponsored. While most men are “strategic” about building work relationships in order to serve their goals, women tend to view relationships as the goal. Significantly more women than men have trouble asking for help in closing business deals or landing a job because we don’t want to undermine the relationship.

Read more

/by

Why We’re Not Sure We Want to Be #1

Contributed by CEO Coach Henna Inam

“I am a really good #2. I don’t want to be #1.”
“I really love the job I’m in and don’t want my boss’s job. It just seems too political.”
“I think I could do my boss’s job, but I don’t really want that much stress in my life right now.”
“My kids are young, I’m already working as hard as I can, I can’t really take on that stretch project.”

In March, I spent did a lot of speaking at conferences and connecting with women as part of Women’s History Month. As women approach me with questions, I’m struck by the ambivalence I see in many to pursue the top job. I understand. I actually wrote about why so many women drop out of corporate America. I was one of them.

For those who want to stay, I advise them to get clear (as hard as it is given the trade-offs) about work life priorities and stop being ambivalent. Ambivalence keeps us stuck. It zaps our energy. Here are the five mindsets I’ve observed that keep us stuck. Do any of these apply to you?

Read more

/by

Time to Rebuild: What to Do If Your Personal Brand is Killing Your Career

Contributed by CEO Coach Henna Inam

Do you have a personal brand? Trust me. We all do. “It’s what they say about you when you’ve left the room,” says the CEO of Amazon, Jeff Bezos. But what if what they’re saying about you is killing your career?

I had an executive coaching client who was absolutely brilliant. She could see several steps ahead of anyone else on strategy & execution details, was the go-to person when the impossible needed to be done and no one had the guts to do it. There was just this one tiny issue. She didn’t know how to manage people. She left bodies in her path and this was preventing her from getting additional bodies reporting to her. While she had made some progress in this area, she couldn’t shake off the bad reputation. Do you know the skeletons in your personal brand closet? How do we shake these off?

Read more

/by

Being Authentic – What’s Love Got to Do With It?

Contributed by CEO Coach Henna Inam

Are you an authentic leader? It’s a big topic. Carl Jung said, “The privilege of a lifetime is to become who you truly are.”  It’s the topic of my upcoming book. It’s a topic that’s very personal to me and it’s a topic that is very universal. We feel our best and most inspired when we can be authentic – and we create the greatest contributions to our workplaces when this happens. Yet, there are many challenges to our being authentic leaders.

One of them is love. For Valentine’s Day, I thought I’d write a blog post about “what’s love got to do with it” – with being authentic.

Read more

/by

A Career Path That Fits Like Cinderella’s Shoes

Contributed by CEO Coach Henna Inam

Remember the fairy tale of Cinderella? The Fairy Godmother gave Cinderella shoes that were the perfect fit for her. Let’s imagine a fairy tale where our Fairy Godmother magically creates a career path for us that is the ideal fit. It helps us to be inspired, to grow, to make our best magic happen at work, and to shine. Here’s why we all need to make this fairy tale come true.

True story. An executive coaching client company hired me to work with a senior sales leader who was the lead candidate on the succession plan for Head of Sales. As we worked through the coaching process which included identifying her personal leadership brand and roles she would thrive in, it became clear that where she would really stand out would be a General Manager role. What did she and the organization miss? It’s what I call the missing “P” in career planning. Most organizations look at performance & potential in succession planning. What we miss is the individual’s personal leadership brand.

Our highest contributions come when we are fully engaged, experiencing growth, and leveraging our talents. Articulating our personal leadership brand and aligning this with a unique career path helps us take greater ownership of our career and engagement, and make our highest contributions.

Read more

/by

The Five C’s of Cultivating Courage for Stretch Roles

Contributed by CEO Coach Henna Inam

Do you have the courage to ask for and take on high-profile roles that will really stretch and prepare you for the big leadership positions? Facebook COO Sheryl Sandberg has said “Leadership belongs to those who take it.” Will you make the decision to take it?

Imagine a scenario where you’re being asked to move to a new country where you don’t speak the language. You’re being promoted to a general manager position, one you’ve never been in before. You’ll have P&L responsibility, and will manage functions you’ve never worked in. You have about 10 times the people responsibility you’ve ever handled in your career. You’ll be working for someone you’ve barely met before. It’s a crisis situation that requires a turn-around. And oh, your boss’s boss tells you that the company’s CEO is watching closely. “You’ll do great. Have fun” he says. Would you take it?

I did.

Recent Catalyst research among high potential men and women suggests that 70% of leadership growth happens on the job. Yet women get less access to the “hot jobs,” stretch assignments with high visibility, P&L responsibility, and international work experience they need to develop. In many situations women are perceived to be less willing to take the risky stretch assignments, so they are not even considered for these roles. How do we change this perception? Read on for five steps to cultivate courage.

While organizations work on removing the glass ceiling on these stretch jobs, each of us as women leaders have work to do as well. Our work is to understand our strengths, our priorities, unique motivators, and bust through the “glass ceiling” in our heads. We want to cultivate the courage to powerfully ask for and grow through the stretch roles that are right for us. As hierarchies flatten, we need to think strategically about the unique path we want to carve out for ourselves in the “career lattice.”

In my 20-year corporate career, I had many stretch assignments. In some I was hugely successful, in others not so much. In both cases, I learned a lot, probably more from the failures. Here’s what I learned about preparing for and taking on these roles.

Read more

/by

Say “No” with Power and Grace

Contributed by CEO Coach Henna Inam

I have a confession to make. I am not exactly an expert in saying “No.” I spent the entire day recently running from one meeting to another. It was Sunday. I was taught early on that it’s impolite to say “No.” A lot of my executive coaching clients have a hard time saying “No” too, yet it’s a critical skill we need to succeed and keep our sanity. Saying “No” is hard because it’s inconsistent with the beliefs we have about ourselves (we’re supposed to be collaborative, empathetic, care-taking), and the expectations others have of us. I often catch myself resenting a woman establishing boundaries when I would never think twice about a man doing it. So how do we as women leaders establish boundaries with both power and grace?

In order to be able to say “No” powerfully, we have to switch our own belief system first.

We need to align our beliefs with our goals if we are going to be powerful. Here are three possible belief systems that prevent us from saying “No” and ways to switch them.

Read more

/by

Do You Want to Be Perfect or Do You Want to be Powerful?

Contributed by CEO Coach Henna Inam

Are you a perfectionist? Do you feel like nothing is ever really good enough until it’s perfect? Like many of us, do you try to be the perfect person for every situation or role you play? If you’re like me, you want the intelligence and tenacity of Hillary Clinton and the thighs of Ms. Universe (even the complete package of Mrs. Clinton isn’t good enough!!).

After years of struggling with applying high standards to everything (including myself) I’m beginning to realize that there is a large space between being perfect and being powerful. I’ve realized that if I want to reach my true leadership potential, I have to stop trying to be perfect. I work with my executive coaching clients to help them see that as well.

True story. About a year ago, I dropped my smartphone and the glass screen cracked, although the phone still worked. At first, I didn’t want to spend the money to get a new phone since my contract wasn’t done. Then it became an interesting experiment, a fun makeshift Rorschach test (remember the inkblot test that psychologists use to evaluate what we’re really thinking?)

As I would carry the phone with its cracked glass, some friends suggested that someone of my status really shouldn’t be carrying a cracked phone. What would “they” think? Other people would look at it with distaste. Really, I should have higher standards. As high-achievers, many of us set ourselves up for meeting impossible standards of being “perfect” according to some external (media, parents’, friends’) definition of perfection. Oftentimes buried under that need is the belief that unless we’re perfect, we’re not good enough. We hide the “cracks in our glass” for fear of not being accepted as we are. Mostly it’s because we don’t accept ourselves as we are.

The real reason I carry around my phone now is to remind myself, “I may not be perfect but I still work”! What’s this got to do with leadership? Actually, the only place to start any leadership growth is from where we are – a place of acceptance of our imperfections. Our attachment to perfection can actually hinder our performance and potential in five ways:

Read more

/by