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#CareerAdvice : #YourCareer – 3 Questions To Uncover Your Real Relationship With Your Boss. A #MustRead !

October 13, 2019/in First Sun Blog/by First Sun Team

In a perfect world, all bosses would be great bosses. Everyone would work for a person that was empathetic and supportive, understood their unique gifts and inspired them to be better leaders themselves.

But that’s not reality. According to Gallup, 70% of American workers rate themselves as “not engaged” or “actively disengaged” at work which speaks to the quality of the relationship between leaders and employees in organizations today. In fact, many of the people disengaged are themselves leaders, working uninspired and passing that same feeling down to their direct reports.

So when you celebrate National Boss’s Day later this week, what will you be celebrating? Are you among the small percentage of people that already works for someone great or will you take this opportunity to assess if your relationship with a disconnected or outright challenging boss can be improved?

Either way, it’s important to understand the role you play in creating and maintaining a productive relationship with your boss, a relationship that will position you not only for success in your current job but also develop you for the next one. Here are the three questions you should ask yourself to assess the quality of your connection and how to improve it, if needed.

Today In: Leadership

1. Do they relate to you as a peer?

Respect is not an all-or-nothing decision. You can respect someone as a human being or for a particular skill, but not respect them as your peer. No matter what your reporting relationship is or how much more experience your boss might have, to respect you as a peer is to seek and trust your counsel, especially on matters that you have more expertise in than them.

Yet many people find themselves working for a boss who will solicit input from them only to ignore it 95% of the time. Maybe they don’t even ask for input at all. While it is the job of leaders to weigh options and make independent decisions, deep down you know whether your boss values your perspective and trusts your judgment. It’s something you can feel in your gut whenever you interact with them.

Be real with yourself about the nature of your relationship.

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If they don’t see you as a peer, you need to ask yourself why. Have you made some missteps that have clouded their view of you? Are you lacking expertise in a critical area? Have they been so distracted with work commitments that they failed to get to know you? Are they too arrogant to rely on others? Is ageism, racism, gender bias or heterosexism at play?

It’s important to get to the bottom of why they don’t view you as a peer. It could highlight a problem with the company’s culture, a leadership deficiency or something you need to work on yourself. Don’t jump to quick conclusions and write off the relationship, but don’t leave this concern unaddressed either.

When you work for someone that doesn’t have significant respect for your capabilities, or doesn’t view you as an intellectual equal, it will limit your career. Being recognized as a peer doesn’t just make working together easier and more enjoyable, but it is also a necessary step in moving your career to the next level. Find ways to show your value or consider making a career change. You will feel stifled if you don’t.

2. Do you know what skills they are developing in you?

The difference between working for someone and being groomed for your next role hinges on learning and development. If you have no idea what skills your boss may or may not be developing in you, there’s a good chance there aren’t developing any.

A boss that isn’t working to raise your game probably isn’t especially invested in your career progression. That doesn’t mean that you don’t enjoy working for them. Your satisfaction with your boss is influenced by many other things, such as personality and flexibility.

But just know that as long as you stay working for a boss that isn’t actively developing your skills, you are probably working for someone that is also not going out of their way to look for new opportunities to increase your visibility and advocate for your career growth.

One thing that great bosses do differently is promote their employees when they aren’t around. Yet it’s impossible to know what someone says about you when you aren’t there to hear it so it’s hard to know if your boss is doing this for you or not. Instead, assess the amount of attention put into your development as this is a clear indicator to the level of engagement and sponsorship your boss has toward you.

If you realize now that you aren’t being developed by your boss, there’s still hope for the relationship. Bosses are busy and it may have simply become one of those “important, but not urgent” tasks that are easy to lose sight of.

Help your boss rekindle and reprioritize your development by initiating a conversation about where they think you have the most potential to grow and the specific activities you two can take together to get you to that next level.

3. Do you understand their motivations?

Do you know what makes your boss tick? What they want out of their career? What things matter to them in life? If you don’t know the answers to these questions, you can’t help position your boss to meet their unique definition of success.

A great relationship with your boss is marked by a win-win dynamic. You should be helping your boss get what they want, just as much as they are helping you.

For some bosses, that means something tangible like sales growth or money saved, while it may be more subjective for others. You can play a key role in helping your boss become recognized in the industry, raise their internal visibility, find greater meaning in their job or have more time to spend with their family.

But if you don’t know what they want most, then you probably aren’t helping them get it. You may even be accidentally standing in the way.

There are bosses that will always feel more comfortable hiding or pursuing their agenda alone. And while that is their choice, it should reveal to you that you are not a part of their inner circle. Your relationship will never be close.

But before you put them in this category, or give up on ever joining their inner circle, try showing a greater interest in getting to know them as a person, and not just a boss. Through a series of informal conversations, you can gain insight into their personal and career history, as well as what they’ve learned about the company and how it has shaped their current goals.

In the same way that you want your boss to get to know and support you, you should make it a regular priority to discover their changing needs and motivations.

Author: Kourtney Whitehead is a career expert and author of Working Whole. You can learn more about her work at Simply Service.

Forbes.com | October 13, 2019

#Leadership : How to Deal When your #Boss Plays Favorites…It’s Human Nature to have Preferences. It’s Unfair and Shouldn’t Happen, But If your Boss Seems to Be Passing you Over in Favor of Someone Else, here’s How you Can Keep your Career from Tanking.

October 12, 2018/in First Sun Blog/by First Sun Team

At work, however, this natural tendency can quickly become toxic if preferential treatments are coming from the boss.

Especially if you’re the one suffering at the expense of favoritism.

In the best case scenario, your boss’s favoritism will pass without negatively impacting your career growth. In a more sinister case scenario, the favoritism continues on far too long and your professional growth suffers. You are kept out of secret meetings and brainstorming sessions. You don’t get assigned projects that can help you grow. You aren’t given credit after working hard on an assignment.

After awhile, the unfair treatment could end up damaging your ability to succeed.

“It’s really important to approach this kind of scenario with integrity and maintain a sense of confidence,” says Donna Sweiden, executive career coach at CareerFolk LLC. “Don’t let it become a chip on your shoulder, even if it might be difficult, but rather continue to engage in the work and this might be tricky because of the constant rejection.”

In order to persevere, below are four ways to handle not being your boss’s favorite:

1. BE STRAIGHTFORWARD ABOUT WHAT YOU WANT

Maybe your boss resonates with your coworker. Maybe there’s something about her that reminds your boss of himself. It doesn’t matter because you can’t do anything about it. What you can control, however, is how you react to it.

One way to deal with this situation is to “deal with the little things instead of the big picture,” says Barbara Pachter, business etiquette expert and author of the book, The Communication Clinic: 99 Proven Cures for the Most Common Business Mistakes. So instead of focusing on the fact that your boss is playing favorites, turn your attention instead on what you want that you aren’t getting. If you want a special assignment, do your homework, go in, and ask for it.

If there’s a career goal you’re trying to reach, tell your boss about it, and then ask advice on how you can get there. The most important thing is to be straightforward. Otherwise, it might not be that your boss is playing favorites, but rather they just don’t know what you want.

“It is possible that the way you’re speaking up, or the way your appear when you’re speaking up can seem wishy-washy,” warns Pachter.

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2. GO ABOVE AND BEYOND

You can’t control your boss’s bad behavior, and focusing on it will only eat away at your psyche and defeat you. Instead, focus on improving yourself. Eventually others will notice the good work you’re doing.

Pachter advises putting everything into your work and going above and beyond during this painful period. Get in early and stay late. And if you can stomach it, consider what it is about your boss’s favorite that has earned them special treatment. Is there anything the favorite is doing that you can learn from?

3. ASSERT YOURSELF

If you continue to do good work, you have to trust that eventually others will notice. And they might even notice your boss playing favorites, if the behavior is overt enough. One way to help people notice the good work you’re doing is to advocate for yourself. What are you doing to build your reputation outside of your department? Are you getting involved in projects with others who can vouch for your work? Can you get a mentor who can help support your career growth? Finding different avenues to success may take a bit more time and creative energy when you don’t have a boss who supports you, but eventually, articulating and advocating your values is something you’ll have to consider if you want to get the attention you deserve.

4. MANAGE UP

At some point, if your boss’s preferences are no longer something you can ignore, then it’s time to manage up.

“Obviously you can’t go on this way,” says Sweiden. “You will have to figure out a way to develop some kind of relationship with the manager.”

She adds: “Ultimately, it’s less important that people like you, but building a workable relationship is very critical because when things get difficult, you need that relationship, that foundation, to talk things out.”

However, if you’ve tried building a trusting, cordial relationship with your boss, but they’re just, quite frankly, a jerk, then it might be time you communicate this to them.

Sweiden advises asking for advice in a nonthreatening way, like “How am I doing?” By involving your boss, you’re acknowledging their expertise and also communicating that you’re on the same team. You can also bring up the fact that you’ve noticed the favorite has received X,Y, Z opportunities and you’d like to know how you can also get similar opportunities (assuming you are equal in competence and diligent). Next, be very clear on the opportunities you want.

Whatever you do, always try to separate your emotions from the conversation, especially if the favoritism has gone on for some time and has festered into loathing.

FastCompany.com | October 12, 2018

#CareerAdvice : This is How you can Disagree with Senior Management and Keep your Job…When it Comes to Presenting your Arguments the Right Way, you First Need to Decide if you’re Disagreeing for the Right Reasons.

October 9, 2018/in First Sun Blog/by First Sun Team

Life is made up of disagreements large and small, with everyone from your spouse, kids, or parents, to strangers on the street. But perhaps one of the most fraught and stressful situations is when you disagree with the person who can decide whether you keep your job.

Gabriel Grant, CEO of Human Partners and author of the book Breaking Through Gridlock: The Power of Conversation in a Polarized World, says disagreements can sometimes feel threatening because they can come off as dismissive to a subject someone holds close.

“When that’s your identity, what you love, and what you value most, there’s presumably a lot on the line,” he says.

When it comes to presenting your arguments the right way, you first need to decide if you’re disagreeing for the right reasons. If there is something important to add to the discussion, and you’re not countering just for the sake of it, then consider the below for the forgotten art of disagreeing in a constructive manner:

1. KNOW WHAT STYLE INFLUENCES THE OTHER PARTY

When it comes to persuasion, a huge factor in success is the planning. And a major part of that planning is understanding how the other party prefers to communicate.

“One of the things about having a boss is you have to know what sort of style influences them,” says Priscilla Claman, career coach and president of Career Strategies, Inc. “There’s a reason why the New York Times, among others, have all these gorgeous charts and graphs. They’re very influential.”

In short, is this person a data-rich person? Or are they more influenced by how their decisions impact others?

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2. RECRUIT CREDIBLE SOURCES FOR YOUR CAUSE

If you’re really stuck, and the other party just isn’t hearing you at all, it might be time to widen the circle of people you need to persuade. One strategy is rounding up people who agree with you and make a joint presentation, as the more people behind a cause, the more credible it becomes.

Another strategy is to recruit the help of someone you know the other party trusts. For instance, if you know your boss really trusts a particular executive, try to persuade that person, then ask them to share the information with your boss.

“It’s actually a very good strategy,” Claman says, “but the downside is that if you’re right, you never get the credit for it. But at least you stop the problem from going over the cliff.”

WHEN THE CONVERSATION IS REALLY STUCK

For those really sticky conversations that feel like you’ll never be able to reach an agreement, there’s still a chance you can stay true to yourself, get your message across, and simultaneously strengthen your relationship with the other party.

Grant, who regularly works with social and environmental change leaders, provides two tips for when you’re trying to change someone’s mind, but the conversation is at a gridlock:

1. Focus on results. In challenging conversations, we end up reacting to what Grant calls a gap between the world that we want and the world in which we’re currently living.

In other words, if your superior is really upsetting you, Grant suggests reacting in a way that is consistent with what you want in the future, not with how things are right now. So, if your goal is to have a future where people are cooperative, then being upset or angry–even if those emotions are valid–isn’t going to contribute to the future you want to create.

Case in point: Executive A sends Executive B an email saying that Executive B was angry, judgmental, and dismissive when he should have been cooperative and supportive in their last meeting. However, the email itself isn’t cooperative and supportive, so how can the result ever be cooperative and supportive?

“Who you’re being is wildly more powerful than what’s being said,” says Grant, so before you make your point, make sure you first deal with your own background conversation. Take care of any thoughts, opinions, and judgments you may have, or you won’t be able to have a successful conversation out in the open later on.

“Most of the conversations we have are like the iceberg under the water, and what’s being said is what’s above water,” explains Grant. “And if you think changing what’s being said is going to make the difference, then you’re not actually moving the iceberg, you’re just moving the ice around above the water.”

2. Identify hidden baggage that came before you. Sometimes you aren’t the reason why someone can’t hear you. Sometimes it’s baggage that’s projected onto you because of all the people and experiences the other party encountered before you.

Grant explains: “When I identify as an environmentalist, then all of the baggage, all of the background conversation around environmentalists immediately gets put onto me, so all of sudden I’m working through that, and I don’t even know that I’m working through that because I just met you.”

One of the ways you can get around this is identifying the baggage that came before you and is following you into conversations. You can do this by trying to imagine what the other party might think you stand for, what they might think you’re advocating for, and acknowledge it at the start of the conversation.

THE CONS OF NEVER DISAGREEING

Because disagreeing and conflict trigger the flight mode, and emotional stress is felt throughout the body, it’s natural to want to avoid it. But navigating those tough conversations are needed in our polarized world. It’s needed for diversity of thought and ideas. In organizations, disagreeing defeats groupthink, and that’s why the best teams know how to disagree and encourage it.

On an individual level, the art of disagreeing is needed lest we become a “yes” person to our superiors. And even if your boss isn’t directly telling you so, they want you to disagree when needed and bring something new to the table.

“It doesn’t always mean disagreeing,” Claman says, “but it does mean being prepared to disagree.”

FastCompany.com | October 9, 2018

Your #Career : These Are 4 Types Of #Bosses You’ll Have, And How To Deal With Them…Most Bosses you’ll have Fit into One of These Categories. Here’s How to #Manage Each–and When to Jump Ship.

April 23, 2018/in First Sun Blog/by First Sun Team

Many types of people become managers, and they employ many different leadership styles once they do. And considering the wide spectrum of personality traits there are out there, you’d think that would lead to a multitude of managerial types. But according to Ximena Vengoechea, you’d be wrong.

A design researcher at Pinterest as well as a Fast Company contributor who writes prolifically about management, work culture, and mentorship, Vengoechea believes most bosses basically fit into four categories:

Hands on, and in it for themselves
Hands on, and it it for you
Hands off, and in it for themselves
Hands off, and in it for you

“Obviously,” she adds, “the ones where they are in it for themselves are less effective for the individual.” Also a talented illustrator, Vengoechea maps out this framework like so:

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Here’s her take on what employees need to know in order to deal with each type of boss.

1. HANDS ON, IN IT FOR THEMSELVES

Vengoechea doesn’t mince words: “Get a new manager!” Bosses who hover and nitpick, either because they’re on a power trip or they just assume you’ll screw it all up, are bad at the fundamentals of supervising other people. “It’s hard to grow when you’re being micromanaged and your manager is taking all the credit,” she points out. You can’t work for someone who doesn’t trust you and only looks out for their own interests.

Of course, bad bosses who fall into this category can be broken down a bit further by their other quirks and habits. Some, for example, may be highly indecisive; others might set habitually unrealistic expectations. There are a few ways you can try to adapt to each of these habits, but that’s really just in order to make work livable while you finagle a transfer to another team internally or look for a new job altogether.

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2. HANDS ON, IN IT FOR YOU

Yes, this type of boss may have some micromanaging tendencies, but as Vengoechea cautions, “Don’t assume the worst from ad hoc check-ins. Your manager may just be proactive about helping you grow.”

Give this type of boss the benefit of the doubt (sometimes micromanaging is a symptom of work-related stress, by the way) and use it as an opportunity to improve how you communicate. “Let them know where you need their help and brainpower,” Vengoechea advises. That includes sharing when you don’t need it.

But as long as you can tell that your boss has your best interests at heart, try to see their hands-on approach as an opportunity for mentorship. As Vengoechea explained previously in Fast Company, “If a manager checks in outside of your normally scheduled one-on-one meeting, relax. Don’t automatically assume the worst and put your guard up. Consider the possibility that rather than trying to micromanage, your new boss may be trying to find ways to help, so be more receptive.”

3. HANDS OFF, IN IT FOR THEMSELVES

If your boss seems mostly concerned about their own status and advancement and uninterested in yours, that’s of course not an ideal situation. But it doesn’t necessarily mean you should run for the hills.

Vengoechea suggests first trying to test your theory about why your boss is keeping their distance–and, as she explained in a separate Fast Company story, it’s usually due to one of two reasons: “They’re either checked out at work in general, or they totally trust you.” She breaks down the best strategies for both scenarios here, but claims that in general, it’s smart to “be proactive about following up, show that one-on-ones matter, [and] widen their window onto your work.”

These efforts can all help build a bridge to a distant manager. But if you don’t make progress at deepening your rapport, Vengoechea says it’s time to look for a different boss. “It’s hard to grow if your manager doesn’t have your best interests at heart.”

4. HANDS OFF, IN IT FOR YOU

It’s not the worst thing in the world to have a boss who keeps their distance simply because they trust you to get the job done.

Here, too, the onus is on you to communicate what you need. Vengoechea suggests expressing gratitude for their trust and “share when you want more input, check in on their goals and how you can help, [and] ask for feedback.” As she put it in her previous article, it’s all about “acknowledg[ing] that you feel empowered to make decisions and run with ideas autonomously, thanks to their support. But don’t be afraid to spell out scenarios where their perspective might be helpful and productive for you.” Typically, a manager who cares about your professional development will make a greater effort to get more involved when you need that.

“Researchers have found that employees’ relationships with managers is one of the most decisive factors in the decision to look for another job versus stay put,” Vengoechea points out, “which means that the type of manager you have matters a lot–it’s going to determine your growth in a role or in a company, as well as your happiness and fulfillment day-to-day.”

So no matter what type of manager you have, Vengoechea says, “make sure you are following the key tenets of ‘managing up’ : Understand their goals, and how you can help; learn what communication style works for them (and you!), give feedback on them, and on what you need; [and] share your wins.” Not all boss-employee relationships are win-wins, but for those who keep these basic rules in mind, more of them can be.

FastCompany.com | April 23, 2018 | BY RICH BELLIS 4 MINUTE READ

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Your #Career : Don’t Let Your Boss’s Poor #CommunicationSkills Hold You Back….If your #Boss is Terrible at #Communicating , you Don’t have to Deal With the Fallout. These Strategies will Help you Get the Information you Need.

April 12, 2018/in First Sun Blog/by First Sun Team

Poor communication is costing you in more ways than you probably realize. But it might not be your poor communication that’s the problem.

A recent Economist Intelligence Unit study found that communication barriers like lack of clarity, pointless meetings, and even differences in communication styles are wreaking havoc on productivity and efficiency. Forty-four percent of respondents said such issues delay or derail projects, while nearly a third said they cause low morale. A quarter attributed poor communication to missed performance goals, and 18% said a failure to communicate caused lost sales, sometimes totaling well into the six figures.

It’s one thing if the finger is pointed at you—there are plenty of ways you can shore up your own ability to ensure others hear and understand what you say. But, what if the perpetrator of murky directives is your boss?

Of course, you can ask questions, but you must know what to ask, business leadership coach Cheri Torres, PhD, author of Conversations Worth Having: Using Appreciative Inquiry to Fuel Productive and Meaningful Engagement. Try to clarify directives and expectations without unduly challenging your boss or making them feel threatened or inadequate, which can make it even tougher to get direction, she says.

“Don’t throw the boss into further panic and fear, but instead seek clarity and information from that person, and putting it in the context of, ‘I really want to do a good job for you and for the department, so I need this information in order to do that,’” she says. And to help get the information you need to succeed use these tactics.

IDENTIFY THE DISCONNECT

Identifying the root of the disconnect can make a world of difference in how you communicate with your boss on a regular basis, says Brian Kelley, vice president of employee experience at McLean, Virginia-based Sage Communications. Take note of your boss’s interactions with others. Do they have a tough time communicating with everyone? Are there traits that get in the way of clear communication? Understanding different communication styles, especially those typical of introverts, extroverts, and various personality types, can also be helpful to understand where the gap is.

“Anytime you have a poor communicator in a senior position, it’s a great opportunity to manage up and really work with your superior to make sure that they understand your needs for solid communication and the specific ways that you can really communicate with each other better,” he says. Kelley urges his direct reports to tell him what they need from him to better do their jobs. If your boss is open to that kind of frank communication, it could be enormously helpful, he says.

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DOUBLE-CLICK

Understanding the thought process that led to this project or request can help you better understand what is being asked, says executive coach Judith E. Glaser, and author of Conversational Intelligence: How Great Leaders Build Trust and Get Extraordinary Results. One way to do that is to “double-click” when your boss gives you direction.

Let’s say your supervisor tells you to take on a project. They’ve obviously thought through why they want you to do so, and they’re in a state of conclusion, Glaser says. But you may not agree with the directive and may need help understanding why you’re being asked to take on the project, as well as what the point of it is. Asking about what led up to the decision to execute this project or take on this task can get you more clarity about the context and expectations, she says. That’s double-clicking, Glaser says.

“A lot of times we don’t get context from CEOs, we get conclusions. With conclusions, you miss out on a lot of the pre-thought, where the [fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”][employee] might be able to get in and make some adjustments to make it even better. That’s what they want to do, get into the conversation, into the thought process,” she says.

REFRAME, REFOCUS, REDIRECT

When you’re having conversations with your boss and don’t feel like you’re getting what you need, try stating the question in a different way or sharing your understanding of what’s being said, Glaser says. Respond with, “So, what I understand you’re asking me to do is . . . ” or, “What I hear you saying is that you want me to . . . ” and fill in the blank with your perspective. That will allow your supervisor to understand what you’re hearing in the conversation, she says.

“When you’re not getting what you want, try to reframe it, say it in a different way, or connect it to something, a new word that might activate the opening of a conversation,” she says.

GET CLEAR ABOUT PRIORITIES

If you’re still having trouble getting detailed instructions, context, or feedback, try to focus on priorities, Kelley says. What matters about the project? What is the purpose? What will a successful outcome look like?

If you can get a clearer picture of the desired outcome, you may be able to figure out how to make that happen, Torres adds. Some bosses may try to test your problem-solving ability and resourcefulness by giving you the broad strokes of a project and allowing you to figure out how to get it done.

“Some bosses don’t give real clear instructions because they are anticipating or expecting or hoping the person will make decisions about how to do things on their own, but they assume that, rather than say that,” she says.

And if you’re feeling lost on a project or not sure you’re moving in the right direction, arranging check-ins along the way can help ensure you don’t get too far off track, Kelley adds.

FIND OTHER STAKEHOLDERS

Finding coworkers, colleagues, and even other senior-level people who can help you get the direction you need is another good strategy, Torres says. If your boss isn’t clear about direction, they may also not be clear about who else is involved in the project. Ask around and work on gathering information from people who can provide it, she says. You may also get valuable feedback about how other people have found ways to communicate effectively with your supervisor, she says.

FastCompany.com | April 12, 2018 | Gwen Moran

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Your #Career : 3 Signs It’s Time To Ask Your #Boss For That #Promotion …The Timing of your Ask is as Important as How you Ask. Here’s a Checklist to Know if the Moment is Ripe.

March 16, 2018/in First Sun Blog/by First Sun Team

You already know why you want a promotion: It will confirm what you’ve already accomplished in your role, validate your work and work ethic, and open paths for bigger and better projects. Ideally, it’ll also mean more pay.

But there’s a difference between wanting a promotion and being ready for it. In order to put your best foot forward with your manager, you need to be confident that the time is right. How can you ensure you’re not jumping the gun?

This three-part checklist can help you identify when you’re ready to make the most compelling pitch you possibly can.

1. YOU’VE BEEN DOING THE JOB YOU WANT TO BE PROMOTED TO FOR SIX MONTHS

This means you’ve been taking on more than what’s expected of your current role or level and performing well in that new scope. If you’re not sure where you stand, it’s a good time to have a check-in with your manager about her expectations for the level you’re hoping to reach, and the types of projects and impact you eventually want to make in a more senior role.

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2. YOUR WORK HAS HAD A VISIBLE IMPACT ON THE BUSINESS

It goes without saying that you should be making an impact at the team level, that’s part and parcel of your job. But the strongest cases for moving up a level at work rest on the contributions you make to projects that have a measurable impact on the business.

Looking at the work you’ve done in the past six months, identify the impact you’ve made for your team as well as for the business. That impact can be measurable (think revenue impact) or fuzzier (strategic impact)–so long as it’s visible and provable. For example, what part did you play to make sure that your team (and the company) met their sales target for the year? Did you propose a new idea to the higher-ups that they turned into company policy? To make your case, outline not just the business impact your work has driven, but also the alternate paths the team or company might have gone down without your work.

If you’re struggling to identify how your work fits into big-picture company goals, you might need to postpone your promotion request and instead work with your manager on a strategy to make your work more impactful.

3. YOU’VE MADE PROGRESS ON PREVIOUSLY IDENTIFIED DEVELOPMENT AREAS

If you’ve been in your role for at least six months, you should have gotten feedback by now on what you can to do improve. (If you haven’t, you should drop everything and ask for feedback now.) Have you made progress in the development areas your manager raised to you? Are some of these areas prerequisites for getting to the next level? If you’re excelling in them, it’s a great sign that now’s the time to make your case for a promotion.

Nodded your head to all these scenarios? You’re almost ready. Before approaching your manager, make sure you’ve gathered comprehensive documentation of your progress and performance. This should include specifics. Come armed with plenty of examples of how you’ve exceeded expectations, the measurable impact you’ve had on the business, and the progress you’ve made in the last six months.

At the same time, you’ll want to keep an open mind: Your manager will inevitably have a different perspective on your performance, impact, and progress. So take the time to compare notes in good faith and respectfully advocate for yourself. If you disagree, don’t be afraid to push back politely with concrete examples of your progress. By the end of the conversation, you and your boss should be able to arrive at a game plan you both feel comfortable with.

And yes, that may mean accepting a “not yet” to your promotion request. But you’ve at least laid out a reasonable timetable for getting to the next level.

FastCompany.com | March 16, 2018 | BY XIMENA VENGOECHEA 3 MINUTE READ

#Leadership : 7 Ways to Outshine a Tyrannical #Boss …Sure, you could Look for Another #Job but How much Sweeter would it Be to #Work you Way Up until you can #Fire that Miserable Person?

January 26, 2018/in First Sun Blog/by First Sun Team

There is little worse than working under a self-righteous boss who refuses to help make us or anyone else more successful. These types of bosses make life miserable, sometimes so miserable that we forget that we’re even passionate about what we do.

Bosses should act and perform like leaders. When our boss is inconsistent, unprofessional, placing us in no-win situations, who backstabs, sarcastically puts us and others down, and who put obstacles in our way to make our success nearly impossible, we must do all we can to outshine this person, and give them as little of our time, power and attention as possible.

Related: 4 Signs of a Terrible, Toxic Boss

1. Strategize

We become frustrated with difficult bosses because they consistently display unprofessional behavior. However, the one thing we can count on is the consistency of who they are and how they treat us.

Whatever behaviors are consistent in our boss allows us to create solid strategies to fend against them. We must put a plan of action and expectation in place by anticipating what is coming. Being proactive gives us the edge. If our boss is in a “good mood” toward us, we should mirror that mood back. When our boss is acting tyrannical toward us, we must force ourselves to act as if we’re hearing them out, when really we’ll be turning our ears off. This helps us take their ranting with a grain of salt.

The more of a quiet confidence we can demonstrate, the more the spotlight lands on our boss in a negative light. Most importantly, we must display confidence and an unshakable demeanor toward him/her regardless of what we’re feeling inside.

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2. Be prepared.

Wherever we are well-prepared, we are more likely to come out on top. Before engaging with our boss, we must take some time to formulate our responses, behaviors and reactions. It is helpful to write our actions or responses down, or to envision and practice conversations in our mind before delivering them to our boss. Rehearsing helps us to have the guts to confront our boss by saying, “when I am treated in this way, it makes it difficult for me to feel motivated, in fact it does just the opposite.”

It is also appropriate to say “This type of treatment is not effective.” The other thing that is powerful is to “okay” them but to continue behaving just as we are and doing what we know works for us. The best way to prepare is to predict our boss’s comeback and our desired response. Its also important to prepare for threats and a possible fall-out by entertaining recruiters and/or seeking other employment opportunities.

4. Remain composed.

As hard as it is to keep our composure, this is critically important. Remain professional. As hard as our boss may sarcastically provoke, ignore, humiliate or cut us down, we must train ourselves to always take the high road. If necessary, follow the proper procedures with HR and file the necessary complaints.

Whenever possible, talk to executives with higher-level superiority and maintain a calm and professional demeaner when doing so. Be straightforward, assertive and patient. When others talk about our boss, as much as we want to trash them, stay out of the gossip. We must be mindful to vent our frustrations to anyone other than other abused coworkers who may throw us and what us said under the bus as a way to avoid having the spotlight on them.

5. Remain consistent.

Because our boss is inconsistent, our dogged consistency will win in the end. It isn’t likely the situation with our difficult boss will change overnight, so if we want to stay with our organization, we must be ready for the long haul.

We must commit to being rock solid in our work effort, and in communicating with our boss about what we will and won’t tolerate in terms of how we’re treated. If we show we can do this, it is likely our coworkers will have more courage to follow suit. Moreover, we must be persistent in calling out our boss’s bad behavior, and putting a plan into action. The key is to not let our boss get away with continuing his/her bad behavior.

5. Grit

Regardless of our boss, we need to have the grit to continue doing our very best work. We must show up on time, be mindful not to overstay on lunches, do exactly what we’re asked without complaint or argument and demonstrate that our success is under our control, not that of our boss.

When our boss cannot complain about our work, our effort or our attitude we give our boss nothing to go on. Succeeding in spite of this person is key. We do this by having the grit to follow through regardless of obstacles placed in our way.

6. Be visible.

There are many other higher-level executives in each organization we can seek to aim to impress outside of our boss. We must do all we can to make ourselves visible to these other people.

How do we do this? We make our results known, we begin conversations with them, offer to help them in any way we can, be great to customers so there is no evidence that we are performing below standard, and express interest in our own growth. We must make sure that our name is on everything we do, from every email, every invoice and that we are mentioned in every meeting. We must take initiative to introduce ourselves on conference calls by stating who we are, what our position is, along with showcasing our positive outcomes and results when asked.

Related: 5 Ways to Work Remotely Without Being Overlooked

7. Move up.

There are two ways to get out from under a horrible boss; change jobs or work hard to get promoted. To create a chance at promotion, we must keep our focus on our own personal plan, goals and objectives. We must do all we can not to take the bullying coming from our boss personally. We must not, at all cost, allow our work performance to suffer under these types of people. Over time if we can stick to this program, we have the best option to move up and beyond this person, maybe even into a position where we can fire him/her.

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#Leadership : What You & Your Boss Should Be Discussing Each Month Of The Year…Having a Monthly Plan can Make Check-Ins with your #Boss more #Productive .

January 24, 2018/in First Sun Blog/by First Sun Team

When you think about those monthly check-ins with your boss, it’s the standing invite on your calendar that likely brews both excitement and anxiety. Even so, being in constant communication with the person who will help you meet your professional goals should always be a priority.

One way to take the heat off of these 30-day mind melds is to come in with a plan, according to motivational speaker and workplace expert Amy Cooper Hakim, PhD.

“Some employees wait for feedback or direction from the manager, and assume that ‘no news is good news.’ But in fact, that is not always so,” she said. “To be safe, it is best to have consistent, regular dialogue to ensure that needs are being met in both directions.”

Here, then, is some month-by-month fodder that will build trust, rapport, and loyalty with your boss:

JANUARY: THE ONE ABOUT FOCUS

Especially if you’re on the East Coast, coming back to work after a long winter’s cat nap over the holidays is a drag. Not only is it usually freezing outside, but fewer hours of daytime mean you barely catch a glimpse of the sun. Hakim says many employees struggle during this season, so it’s extra important to get clear with your manager about the goals of the quarter so you can stay focused and perform at your highest level, even if you’d rather stay at home instead.

“It is easy to get overwhelmed by work, so knowing what to prioritize will help you to focus your energy where it counts. And, without asking, you may be spinning your wheels on a project that really should be placed on the back burner,” Hakim says.

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FEBRUARY: THE ONE ABOUT PRIORITIZING

Since some folks don’t consider Valentine’s Day a holiday worth celebrating, February often feels like the official end to the holiday season, where everyone is back in the office and ready to tackle deadlines and deliverables. If you find yourself in the middle of three (or more!) tasks all at once, all of a sudden, getting clear about what needs to be completed first and foremost will give your boss the best impression. Hakim also notes it’ll demonstrate your commitment. “Asking about what needs to be accomplished shows that you care about your manager’s goals and priorities. The manager’s response may help you to better prioritize many new and ongoing projects,” she says.

MARCH: THE ONE ABOUT PROMOTIONS AND RAISES

The hard, cold truth about being a professional? If you don’t stand up for your career, no one will–and it’s up to you to have the conversation about meeting your career objectives. In other words: Hakim says if you’re aiming for a raise or a promotion, you and your manager need to be on the same page about what you need to achieve, change, or mold to get there.

March makes for the ideal time to start this chat. “Expressing your professional goal and asking for resources or steps to achieve it shows your boss that you are committed to self-growth and overall goal attainment,” Hakim says. “Managers appreciate this drive and long for employees who are self-motivated and determined.”

APRIL: THE ONE ABOUT THE SECOND QUARTER

After nailing it during the first quarter, going above and beyond what was requested of you, keep the momentum going in April by getting specific about how to be even better at your job. Hakim suggests asking your boss about his or her goals for the second quarter and volunteering to take on extra work to make them possible.

“We want to be seen as a go-getter and thought of for special projects that will get the most attention by the higher-ups,” she says. “By showing an interest in these projects, your boss will likely think of you for help. This can benefit you as you progress in the organization.”

MAY: THE ONE WHERE YOU SURPRISE THEM

While, sure, you don’t want to be seen as someone who is bending over backward and brown nosing your way to a fancier title, taking note of your manager’s interests will help you build a professional friendship. Being buddy-buddy isn’t recommended, but if your boss sees you as someone who pays attention, listens, and remembers qualities and tastes, you’re more likely to earn their respect.

Hakim says to seek out an article you think they’d appreciate it and bring it up in the context of a one-to-one. “This shows the boss that you have her best interests at heart. When your boss feels that you are thinking of her and of her goals, then she in turn will keep you top-of-mind,” she says.

JUNE: THE ONE ABOUT VACATION

And no, not the PTO you want to snag before your coworker does, but your manager’s summer plans. This topical conversations illustrates the emphasis you put on work/life balance and that you understand your manager needs time with friends and family, too. It’s also a way to reassure your boss that when they are jet-setting to Europe or a trendy island, you have their back.

“While it is ideal to keep dialogue solely about work-related topics, it is also important to show your boss that you care. This personal discussion reminds your boss that you see him as a human being and not just as your manager,” Hakim says.

JULY: THE ONE WHERE YOU SHOW YOUR COMMITMENT

That summer breeze might make you feel fine, but if you let it sweep you away from your deadlines, your manager might be less than peachy-keen with you. Instead of allowing the temptation of warm weather to distract you from working at your highest level, double down and communicate your commitment to your next-up. With half a year behind you, get nitty-gritty with new goals for the third quarter. In addition to putting you in the limelight with your micro-attention to detail, Hakim also says it’ll save you unnecessary busy work in case your priorities are not aligned with those of your boss.

AUGUST: THE ONE WHERE YOU ASK FOR ADVICE

Now that you’ve maintained consistent, constant, meaningful talks throughout the year, it’s time to seek the expertise of your manager. Since they’ve likely been in the game longer than you have, seeking their perspective on books or blogs to read, courses to take, or other advancement advice illustrates respect.

“Bosses love to feel important, and it is a huge compliment for them if you want to emulate their behavior. This question isn’t sucking up either, since you can truly benefit from the insights of someone who is a leader in your organization or industry,” Hakim says.

SEPTEMBER: THE ONE WHERE YOU ASK FOR FEEDBACK

A great sign of maturity is being able to ask for critical feedback–and actually take it without getting offended. Roll up your sleeves, straighten your back, take a deep breath, and go for it in September.

“Bosses respect individuals who strive for self-improvement and growth. They especially appreciate those who can take constructive criticism and run with it,” Hakim says.

One way to open this can is to ask for areas of improvement or express places you personally seek to strengthen, giving your manager leeway to describe their experience working with you, too.

OCTOBER: THE ONE WHERE YOU SHOW YOUR LISTENING SKILLS

Remember when you inquired about areas of weakness last month? Now is the time to make your monthly meet-up about all of the ways you began working to strengthen those skills or characteristics.

“It’s one thing to ask for advice and another thing to take it and apply it. Bosses love employees who do just that,” Hakim says. If you can dictate with tangible numbers? Even better!

NOVEMBER: THE ONE WHERE YOU WRAP UP THE YEAR

Since–ahem, thankfully–Thanksgiving falls at the end of the month, the first three weeks of November can be spent getting serious about what needs to be finished by end of year, and setting up timelines to ensure success.

“The months leading up to the holiday season are notoriously slow, even when deliverables are still open and incomplete. By asking this question, your boss understands that you are still focused on work and on meeting department and company objectives,” Hakim says.

DECEMBER: THE ONE WHERE YOU EXPRESS GRATITUDE

As a month that sneaks up on nearly all professionals and then flies by far too fast with endless holiday parties, travel, and responsibility, pausing to say “thanks” to your manager will go a long way, and earn you major bonus stars.

“Gratitude is infectious! When we show that we are grateful and appreciative, then our boss will likely respond in kind. This positivity can make it easier to plow through those final days of the year as we wait for holiday and vacation time,” Hakim says.

FastCompany.com | January 24, 2018 | BY LINDSAY TIGAR—LADDERS 7 MINUTE READ

Your #Career : Does Your Boss Have Favorites? Here’s What to Do…You Cannot Control the Actions of your Boss; You can Only Control your Reaction to Him or Her

November 18, 2016/in First Sun Blog/by First Sun Team

You see your co-worker hanging out in your boss’ office almost every day. They laugh, make inside jokes and seem more like longtime Buddies than employer and employee.

Anytime you try to join the camaraderie, they don’t exactly embrace your contributions to their little social circle—it’s more like they tolerate you. And coincidentally (or not), the high-profile projects always seem to go to this particular coworker.

Yep, your boss clearly has a favorite. These tips can help keep your career moving forward when that favorite isn’t you.

Get a reality check

Your supervisor’s favoritism may be frustrating, but try not to let it get to you. Complaining and whining about it won’t help you get ahead, says Billie Sucher, a career-transition management expert, so focus on maintaining your professionalism. One way to do that is to get honest with yourself—even if that means taking a slice of humble pie.

“No one wants to admit that a colleague might be more experienced or skilled [fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”][and thus enjoys more face-time with the boss], but in reality, this is frequently the case,” says Alexandra Levit, author of Blind Spots: The 10 Business Myths You Can’t Afford to Believe on Your New Path to Success. “If you really believe favoritism is in question, talk to a mentor outside the situation—in confidence—for an honest and fair assessment.”

Don’t limit this assessment to just the technical aspects of your job. “Take a good look at your performance and relationships at work,” says Hannah Morgan, career strategist and founder of CareerSherpa.net. “Are you easy to get along with? Do you have strong relationships with your colleagues? Do they trust you? All of these factors are equally as important as your qualifications to do the job.”

You can also choose to address the issue directly with your boss to get his or her feedback. Focus the conversation on how you can improve your performance, Sucher says. Rather than expressing anger or frustration about your place in the office hierarchy, ask what you can do to become a more valuable member of the team. Additionally, discuss your own short- and long-term goals with your boss, and lay out plans that will help you get where you want to be, Levit says.

Take the reins

While it would certainly be nice to be chummy with your supervisor, it’s not a prerequisite in order for you to excel at your job. Instead of concerning yourself with your boss’s feelings about you relative to your coworkers, concentrate your energy on what actually matters—the work you do.

“You cannot control the actions of your boss; you can only control your reaction to him or her,” says Sucher. “Focus on what is before you—your tasks, accountabilities and serving your customers and employer to the best of your ability.”

Make sure your boss knows you’re doing great work by regularly reporting on your accomplishments. “Don’t just go to your boss when there is a problem,” says Boni Candelario, a New York City-based career coach. “Set yourself apart and express your successes and how they relate to your department’s success.”

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Proactively pitch project ideas in areas your boss cares about. If you’re getting passed over for assignments you think you should have, provide your boss with reasons and facts to support why you should get the next one, Morgan says.

Know when to walk

After you make your case to your boss, his or her reaction should help you decide if it’s worth staying at this job or not, Morgan says. So let’s say you’ve spoken to your boss, discussed your aspirations for more challenging work and explained your personal goals, and your boss has emphatically agreed that you should be working on bigger, better projects. Terrific! Except the next time a plum account becomes available, you’re once again passed over, leaving you bored and unchallenged in your role.

Unfortunately, you may still find that your boss is dismissive toward your goals and uninterested in helping you move forward. That’s a flag.

“If you have done all that you can possibly do from a professional standpoint and are still uncomfortable in your environment, dust off your resume,” Sucher says. Take a first step in the right direction by setting up an account on Monster—so employers that are looking to hire can find you easily and so you can manage alerts on jobs you’re interested in.

You can find a manager who will have your interests in mind. “There will always be favorites,” says Sucher, “but a good leader knows and shows that all of her team members are her favorites.”

Entrepreneur.com | November 18, 2016 | Monster.com

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#Leadership : Promoted From Coworker To Manager? 7 Tips For A Smooth Transition…Remember, your Job as the New Manager Shouldn’t Be about Trying to be Popular – it’s About Leading Others to Achieve Results.

October 4, 2016/in First Sun Blog/by First Sun Team

One of the more difficult career situations I’ve coached people through – and been through myself – is being promoted from within a department to become the manager of that group.

As one client found out, going from a peer who previously talked “trash” about the manager with other colleagues to the person others talked about can make it a stressful transition.

“Madison” realized that her previous personal relationships with coworkers had to be moved to a different level, because she was no longer a peer – she was the person who now assigned the work, analyzed productivity and held performance discussions.

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Making the move from coworker to department manager was a tricky transition because, as the new manager, Madison was responsible for the productivity and results of her department. Oftentimes, former coworkers, either because of jealousy or out of habit, didn’t want to treat her as the boss – they wanted to continue treating her as one of the peer group.

Here are seven tips for making the transition easier:

• See your HR business partner to find out what training and support is available as you take on your new role.

• Sit down one-on-one with each person in the department to discuss their feelings about your transition to the manager of the team. Talk about the expectations you have of each other and get potential issues out on the table, so you can address them.

• Remain professional at all times. And treat each and every employee fairly and with respect, by listening to what each person has to say (listen more, speak less).

• Eliminate your water-cooler or break-room gossip and venting sessions with employees.

• Don’t allow previous work and/or friendships with your former peers to influence your new managerial responsibilities. You must now learn to remain unbiased, no matter what situation arises.

• Ensure that everyone on the team understands your new role as their manager and the responsibilities that are expected of you by senior management.

• Work out a game plan for how you and your team can work together to achieve the goals and objectives of the group. (Be sure to clearly and concisely communicate those goals and objectives).

Over time, as the team observed my client’s leadership skills and professionalism, they stopped seeing Madison as their peer and came to accept her as their manager.

Remember, your job as the new manager shouldn’t be about trying to be popular – it’s about leading others to achieve results. You may not win over everyone in the group, especially if one or two others also applied for the position you ultimately received.

No matter what happens, keep the focus on the work to be done, give it your best effort every day, treat everyone fairly and with compassion, and you will earn their respect over time.

Lisa Quast is the author of Secrets of a Hiring Manager Turned Career Coach: A Foolproof Guide to Getting the Job You Want. Every Time.

Forbes.com | October 3, 2016 | Lisa Quast