People ask me all the time for my best tip for career advancement. It isn't who you know or what company you work for. It isn't what title you have or what social group you belong to. It is unequivocally the ability to self-regulate your emotions in real time so that you exude the executive presence that draws a loyal following. Period. There are plenty of smart people who don't advance and it isn’t because they aren't capable.
At any moment you may be called on to have confidence to risk, to have candor to create connections or calmness to cool fury. They don't teach this in business school because it's personal to you.
This graphic illustrates one process my clients work on to build executive presence. Become good at untangling life messages that are really only assumptions. You assume you will be judged when in all truth people want you to succeed. You assume you'll be overwhelmed when forging ahead has served you before. You assume your idea isn't important yet when...
Feedback is crucial to performance improvement because it enables us to look at situations and ourselves from a third-party perspective. It unlocks self-reflection and growth, and opens the door to opportunity. “You are doing a great job” or “You have to do better,” does not give the employee the needed tools to improve or the intrinsic fulfillment to make him want to stay with the company and grow.
Effective feedback has three mindful components. It is 1) Strategic, 2) Developmental and 3) Aligned with the values of the organization. These require us to be aware of our restrictive biases.
Strategic Feedback: The employee can most benefit from feedback that answers this question: “What should this employee do more or less of to be maximally effective?” If you aren’t sure of the answer, ask the employee. Once you have the answer, you can work with her to clear distractions from her workload and position her to do the most meaningful and...
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