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Posts Tagged ‘promote’

Why Not Be Awesome?

A few weeks ago a fellow business owner told me about one of his employees whose performance had dropped. The work she was producing was acceptable but not as good she had done in the past and not as good as he knew she was capable of doing. So he asked her to rate her performance.

He asked his employee, “If you had to rate the level of work you’re producing, how engaged you are in your job, and how committed you are to the company, how would you rate yourself?” The employee thought about her manager’s question and replied with a score of 65%. He asked why she wasn’t giving the job 100% of her effort and ability.  She said she didn’t know.

We all have times when we coast and do our minimal best. Sometimes we’re tired and need a break, or don’t like the type of work we’re doing, or don’t like the people we’re working for or with. Those are typical reasons for producing so-so work or having a moderate level of commitment to a company or job.

But sometimes none of those things are at play. We’ve just become complacent.

Evaluate where you are today in your level of commitment to and interest in your job. What score would you give yourself? If you’re not giving 100%, why not?

If you rated yourself below 100% ask yourself these questions:

  • Do you like the work you’re doing?
  • Are you bored?
  • Do you care about the work you’re doing or the work the company does?
  • Do you like who you work with and for?
  • When’s the last time you took time off? Really took time off, without checking email.

If your performance and level of commitment is less than you know you’re capable of doing, and your performance level is related to the questions above, have a conversation with someone in your organization who can help you do something about those things. Things won’t get better without your intervention.

If you’re not sure how to ask for more or different work, read my new book How to Say Anything to Anyone and get the language you need to have this conversation. The book won’t be in bookstores or available on Amazon until January, but we have some advanced copies for our clients.

If there are no issues to address, ask yourself if you’ve just gotten complacent. Have you gotten into the habit of coasting and delivering work that’s not at the level you’re capable of doing, for no particular reason? If that’s the case, recommit to checking back in and raising your performance –just because you can.

Why not be awesome?



How to Ask For More Responsibility at Work – Be Careful

Most managers and career coaches will tell you that if you want to position yourself for advancement in your organization, you should ask for more –more work, more responsibility, and more exposure. And that’s true –sometimes.

Yes, if you want to develop new skills, learn, grow, and be seen in your company as someone who wants to and is capable of doing more, you should ask for more responsibility.

How to Ask For More Responsibility at Work

Before launching my business, I was a national director at a company headquarters. I led a department with 21 locations and 200 people. I had a big job. One of my peers who had an equally big job leading a different department left the company. He was not replaced. After several months of his role sitting vacant, it was clear that his job was not going to be filled.

I thought the department was important to the company’s success and needed a strong leader, so I offered to run it. I already had a big, time consuming job, and now I had another one that I had volunteered for.

There was lots of opportunity to make improvements in the department I was now leading. The department needed an overhaul – different jobs, different staff, different processes and procedures. And type-A, workaholic girl was just the person for the job.

I spent six months revamping every process, procedure, and job description and trying to get my recommended changes approved. After six months of trying to make change happen, I realized that my boss wasn’t going to support my recommended changes. He blocked everything I wanted to do because changes can cost money. And he didn’t want to spend money on this department. Let me clarify, the company didn’t want to spend money on the department. The company’s most senior leaders didn’t see the department as integral to the company’s financial performance, and thus the department was not important.

I should have realized that our senior leaders didn’t see the department as important BEFORE I asked to run it. A large job, led by a senior person, is not replaced, when there is no hiring freeze in place. When a company is creating new jobs and filling vacant jobs, but chooses not to backfill a senior leader, it’s because the job wasn’t seen as necessary.  I thought it was necessary. My boss and his boss disagreed. And I couldn’t get them to think otherwise.

I am a change agent. If you want to keep your status quo, I am not the person to bring in. We will both be frustrated. My old boss did not want me to make changes to the department I took on. He didn’t think the department was important. And I didn’t see it until after I’d invested six months of my time, passion, and energy.

How to Ask For More Responsibility at Work

Every company has non-strategic and not-so-interesting work. To some extent, all employees ‘wash windows’. But don’t ask to wash windows when you can put your energy into an area that is seen as integral to the success of the business.

Ask questions and be knowledgeable of your organization’s short and long term goals. Look around for juicy work that moves the company closer to those goals. Don’t take work that the people at the top don’t think is important. You’ll be tired and frustrated.

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