“As a manager, you had to be honest with them, but you had to build them too. Even when they didn’t know they had to be built.” ~ Berry Gordy. Berry Gordy’s desire was to bring out the best in people. Then he could reach his potential in some way. Berry’s why is the spark in my why. Wouldn’t you want to work with someone who recognizes your uniqueness and wants you to reach your potential?
As Americans, we are known to be plain-speaking and to the point, compared to many cultures. However, that doesn’t mean we are always effective in our communication. Times when our communication can be seen as “speaking in riddles” could include purposefully murky or innocently confusing. How to avoid misunderstandings.
Can specific habits be keeping you from the recognition you deserve? A promotion, raise, public relations attention, or more responsibility? You may be super organized, your ideas have solved a myriad of problems, and you’ve saved or made the business many dollars. These wonderful results may not be what people are paying attention to. It may be something completely different.
What is a satisfying and beneficial response? It’s a response which lets you know you’ve been heard, viewed and treated with respect. This means both sides are heard and treated with respect. Here are three examples that would have closed the cycle of on-going requests and been satisfying to both people.
When asked, most people want to raise their profile in their company. They want to be noticed, rewarded and appreciated. If you truly want to be recognized with a promotion or award, making your clients happy is not enough. Developing connections with colleagues, senior executives and your boss is what brings about the recognition. Here are some tips for in person communication. (This is the last of three blogs about managing up for young leadership.)
An emerging professional wants to be recognized and supported as they are still learning. They have an expectation that they will be seen by their boss in the ordinary course of working together. Is that assumption realistic? Does that person also shoulder some of the responsibility for making that happen? The other side of last week’s blog: https://susangoldbergleadership.com/do-you-know-me/