How do others in your organization perceive you? This is a challenging question to answer, as most of us do not engage in these types of conversations. It is an important question, however, if you are committed to career advancement. How others, particularly key leaders, perceive you directly influences your ability to get promoted.
Most professionals tend to focus their career success efforts on job performance. Not only is it easier to observe and measure, it's also where most feedback is directed. Performance reviews and one-on-one meetings tend to focus on the work itself. Actual job performance is just one piece of the puzzle, however.
How many times have you seen a stellar performer not get promoted in favor of a seemingly less qualified candidate? Perhaps you've actually been this stellar performer at one time or another. If so, you probably felt confused, frustrated, or resentful. More often than not, that decision was made because key leaders perceived the other candidate more favorably, despite the disparities in job performance.
This tends to happen more often at higher levels of the organization. At the lower levels, professionals tend to get promoted based on job performance, so high performers shine pretty quickly. At higher levels of the organization, however, decisions tend to more heavily reflect less tangible qualities, such as influence, communication style, and leadership potential.
Here is a fairly common scenario: Jim, a mid-level professional, was promoted very quickly in the early stages of his career because he is a subject-matter expert and a consistently high performer. As he rose through the ranks, however, Jim reached a career plateau and just can't seem to advance beyond this level. His performance reviews are generally positive, but he struggles to get promoted.
Jim doesn't have a great reputation in the organization. He hasn't taken the time to build strong relationships with influential people, so key leaders don't know him very well. Additionally, his style is a bit abrasive, which tends to rub people the wrong way. Jim excels at meeting deadlines, but to do so, he tends to keep his head down. His team perceives him as cold and difficult to engage.
Unfortunately, this feedback has never been presented to Jim. The only feedback he's ever received has been with regard to his job performance, which has always been strong. He is now frustrated by his lack of career advancement opportunities, and entirely unaware of the areas he needs to address to achieve greater career success.
If you've reached a career plateau, or you're committed to ensuring that you don't, take the time to learn how others perceive you. This can be challenging, but here are several approaches you can take:
1. Pay attention to how others respond to you. When you speak, do others appear energized and attentive? Or do they seem to tune out, roll their eyes, or show other signs of disapproval? Do others seek you out? Do they seem to view you as a leader? Do people seem to like and respect you? These cues should provide some clues about how others perceive you.
2. Request feedback from people you trust. Ask trusted colleagues how they and others perceive you. Let them know you're working on your professional development and are genuinely interested in their feedback.
3. Engage in a 360-degree review. You may need to consult with your manager or HR organization to conduct this formal review. This is an excellent way to obtain candid feedback from people at different levels of the organization.
Managing how others perceive you is as important to your career success as your job performance. If you are committed to career advancement, as early as possible in your career, determine what personal traits and attributes your organization values. Then, as advancement opportunities arise, make sure that key leaders perceive you as someone who fits the bill!
Kim Meninger, certified career coach and founder of Great Heights Coaching, works with corporate professionals to successfully overcome career obstacles and advance their careers. Prior to coaching, Kim had a highly successful corporate career, which she attributes, in large part, to her strategic approach to career management. Kim is passionate about helping other professionals achieve similar levels of success. For more information on how Great Heights Coaching can help you reach your full potential, visit http://www.GreatHeightsCoaching.com, or call (508) 740-9158.
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