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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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What Skill Sets do You have to be ‘Sharpened’ ?

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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

#CareerAdvice : #YourCareer -Hate your Job? Ask your Boss for These Five Opportunities. Great Read!

February 5, 2019/in First Sun Blog/by First Sun Team

If so, you’re not alone. Only one-third of American workers are engaged in their jobs and a full 55% could care less about what they do.

If you are down on your job, chances are you’ve already “checked out” by doing as little as possible. You may even be actively looking for another position.

Until you find that new opportunity, there is a lot you can you do to improve the situation–and strengthen your credentials for that next position.

Here are five things to ask your boss for–requests that will enrich your work experience and give you more credibility with your boss (and future employer).

1. ASK IF YOU CAN TRY OUT AN IDEA

First off, come up with a new idea for your department or your company, and ask your boss if you can “pilot” it. If you’re bored, you probably have lots of mental space for such creative thinking. Don’t dismiss the possibility of making that idea a reality. Go to your boss and convince her that your idea is worth implementing.

When I was a speechwriter for a large bank, I grew increasingly bored by my work. It was the fourth speechwriting job I’d had, and the assignments seemed repetitive. But instead of mentally turning off, I proposed an idea that would help my employer–and make my job more exciting. I would offer a speechwriting seminar to the top executives who wrote their own material. My boss agreed. There was such enthusiasm for this program that it became the core idea for a business I launched and built successfully. Indeed, this “intrapreneuring” is a good way to try out a business idea.

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2. ASK FOR A LEADERSHIP OPPORTUNITY

You may be a manager, IT specialist, assistant to an executive, or a VP. Whatever your role, you have a right to lead. So take the initiative, and ask your boss for a leadership role.

Suppose a departmental retreat is being planned. Single out a role you’d like to play–and think big. You might present the report on departmental metrics or prepare a video explaining why clients have rapidly adopted the company’s new offerings. Seize the opportunity to deliver visible value–and position yourself as a leader. It will impress others and strengthen your resume.

3. TELL YOUR BOSS YOU’D LIKE TO MENTOR A COLLEAGUE

Mentoring has growing increasingly important in today’s fast-paced and rapidly changing organizations. So create an opportunity for yourself (and help your department) by offering to mentor a new colleague.

Let’s say your boss has hired Gary to handle digital marketing. You feel you can help him get ahead by teaching him the “ins and outs” of the culture in your organization–how things get done, how collaboration works, and how to speak up without offending.

Say to your boss, “I’d like to take Gary under my wing. I’ve been here for 10 years, and feel I can introduce him to the way things work here. Would you mind?” What boss would say “no” to that offer? If this mentoring works out with Gary, you may become the “go to” person for mentoring new recruits to the department. Think of the impact you’ll have.

4. ASK IF YOU CAN ASSIST WITH A NEW PROJECT

Still another opportunity might come in assisting with a new project. See where your skills will be most valuable. If you’re a numbers wiz, you could work on the financials. If you have contacts elsewhere in the company, you might liaise with other departments.

Approach your boss and say, “You know that employee survey we discussed. I believe I can add real value to its development. Is there a role for me?”

When I was head of the company I founded, I was impressed whenever an employee offered to assist with a project. For example, a young woman named Niamh was someone I could always count on. One time when I thought I’d have to cancel a webinar because I was hoarse, Niamh offered to narrate it. She did so brilliantly–in her lilting Irish voice. I will always be beholden to her, and she has since been promoted.

5. CREATE A SOCIAL ACTIVITY FOR YOUR DEPARTMENT

Teams are held together not only by work, but by group activities that extend beyond the workplace–including basketball games and fitness classes. These not only recharge people’s batteries, but they provide an opportunity to share fun, humor, physical skills, and camaraderie.

If your department lacks such group activities, offer to develop one. Survey your colleagues and learn their interest in various possibilities. Then organize those regular basketball games or fitness workouts. Doing so will be a win for you, your colleagues, and your company.

Our job descriptions are only the beginning of what we can achieve. We can expand those roles and bring renewed excitement to our work. All five initiatives discussed in this article are things to get excited about. Who knows, you might even decide to stay put. Or if you move on you’ll be better able to sell yourself into that new role.

FastCompany.com | February 5, 2019

#Leadership : #BossRelationship – Exactly What to Say in These 7 Difficult Conversations with your Boss. A Must REad!

January 30, 2019/in First Sun Blog/by First Sun Team

Nearly one-third of professionals admit they’d rather work an extra six hours a week than seek help in the workplace, according to a recent report from LinkedIn. This stands in sharp contrast to the number of professionals who said they’ve needed help at some point in their career.

An overwhelming majority (84%) of respondents confessed this, and among their chief concerns were dealing with stress, challenges with colleagues or managers, starting new projects, and making mistakes.

Of course, it’s easier to confide in a compassionate colleague, but be warned: If you avoid talking to your supervisor, you could be making things even worse.

If the thought of approaching your boss to ask for a raise, try your hand at a new project, or simply sharing some challenging feedback has you shaking in your shoes, take heart. We’ve asked a number of leaders to offer advice on what to say and how to say it. You’re welcome.

DIFFICULT CONVERSATION 1: “YOUR MANAGEMENT STYLE ISN’T WORKING FOR ME.”

The first step for the discussion is to be aware of how you’re feeling as an employee. Second, you need to reframe the conversation to be around learning and growing. Upward feedback isn’t an opportunity to tell off your manager, it’s an opportunity to help them become a better leader. Hold their success as your intention, and then clearly and directly share what you are seeing and what isn’t working. If you are genuinely connecting with your manager and caring about their future and their success, the manager will receive your feedback.–David Hassell, cofounder and CEO, 15Five

DIFFICULT CONVERSATION 2: “I’M EXPECTING A BABY.”

Sharing the news that you’re pregnant should be as exciting at the workplace as it is with friends and family. But for too many women it’s an unnecessarily stressful conversation with their boss, usually out of uncertainty about the futures of their careers. Nearly twice as many women are nervous to tell their boss they’re pregnant than five years ago, according to Bright Horizons’ fifth annual Modern Family Index.
Before speaking with your boss, take some time to check in with yourself. Know the value you bring to your team and the company, and have an action plan in place for your maternity leave and return to the company. Most importantly, go into the conversation confident and with a positive attitude. This is a great opportunity for you to learn more about the benefits your company provides for expecting and new parents, and for preparing for a new phase in what it means to be able to bring your whole self to work.--Maribeth Bearfield, chief human resources officer, Bright Horizons

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DIFFICULT CONVERSATION 3: “I’VE MADE A MISTAKE.”

It’s important to address it honestly and take ownership. One of the most frustrating things as a manager is when someone immediately starts blaming everyone else instead of taking responsibility. Be solutions-oriented, sharing what happened and how you plan to fix it. I would also suggest sharing what you learned from the experience and what you’ll do to ensure it won’t happen again. This is a great opportunity to showcase your growth mind-set. Every single person makes mistakes. But you have the opportunity to show what kind of person and employee you are in how you address, fix, and learn from them.--Sarah Alpern, vice president of user experience, LinkedIn

DIFFICULT CONVERSATION 4: “I WANT A RAISE. (BUT DEEP DOWN I DON’T FEEL LIKE I DESERVE IT.)”

Asking your boss or supervisor for a raise when you deal with imposter syndrome can feel scary–especially as you may feel alone in the doubt, fear, and questions you have about your abilities, skills, and contributions to the workplace. As a female leader, I often struggle with imposter syndrome and frequently doubt the accomplishments that I set out to achieve.
One tip to overcome this is to constantly write down your contributions and where you provide the most value in the workplace–ranging from small, tactical wins to big successes. Then, when you’re looking to ask for a raise, come to the meeting prepared with a set agenda and speak to the accomplishments or goals you’ve completed throughout your time as an employee. Showing the value you provide to your team and workplace when speaking to your manager will not only minimize the doubts that come along with imposter syndrome, but it will also emphasize your capability and worthiness of a raise or promotion.
Another great option is to look for those outside of your workplace who can cheer you on and provide words of encouragements before asking for a raise. For me, having my daughter as my biggest cheerleader and seeing in her eyes how proud she is of me gives me the energy and passion to keep going. Find those sources of energy for you and keep them in mind when you show up to work each day. When you come to work with positive energy and feel motivated, talking about uncomfortable topics with managers will become less challenging.--Andee Harris, president, YouEarnedIt/HighGround

DIFFICULT CONVERSATION 5: “I GOT ANOTHER, BETTER JOB OFFER.”

If you want to keep your job, approach your boss with a shared problem–you’d like to stay, but the market price for people like you has gone up. And while you love your current work and responsibilities, you’d also like to care of your family/yourself. So ask if your current boss can take this compensation issue off the table by matching the competitive offer so that you can do the right thing. Warning: You only get to do this every two years or so until you’re considered a mercenary, so make sure it is worth bringing up with her or him.
If you want to leave, be pleasant, polite, and persistent. Say something like: ‘I’ve decided that what’s best for me for my career is that I’m going to be taking a new role at Acme. I thank you very much for your time and the experience here.’ Two weeks’ notice is still the bare minimum to be considered not burning your bridges. Offer to assist with the transition, and be firm that you’re not considering staying at this time.–Marc Cenedella, CEO of Ladders

DIFFICULT CONVERSATION 6: “I HAVE AN IDEA FOR A NEW PRODUCT BUT DON’T HAVE THE AUTHORITY TO DEVELOP IT INDEPENDENTLY.”

You should always come from the perspective of driving value for your customers. Pitch the product or solution from the perspective of how this solution helps customers or users be more effective and efficient. From there, focus on clearly defined ownership, the best ways to collaborate, and overall resourcing. Bosses love to see plans that are well thought through and will be happy to support you as a result.–Maria Zhang, VP of engineering, LinkedIn

DIFFICULT CONVERSATION 7: “I NEED HELP ASSESSING MY SKILLS SO I CAN DEVELOP AS A LEADER.”

While the role of your manager is to develop you and unlock your potential, it is also important for you to be thoughtful and proactive in your approach to your own career development. This starts with being self-aware and knowing what is expected of you in your role and how your success will be measured. When you meet with your manager, along with setting and checking on core goals for your role, share your perspective on where you want to grow, and how you’d like to accomplish that. Ask for your manager’s feedback and partnership to define ways to stretch yourself professionally. Don’t forget to then track your results and report on your progress. In addition, don’t count out your peers! If your colleague is a stellar salesperson, ask if you can shadow them. It helps to learn from the best.--Ty Heath, global lead, Market Development LMS

Regardless of the issue, know that you’re not alone. “Approaching difficult conversations with your manager is never easy, no matter what your relationship is like with your boss,” says Alexandra Clarke, director of recruiting for ForceBrands. Overall, she says, to ensure the direction of the conversation is healthy and productive, regardless of how tricky the topic, make sure you have a plan, purpose, and agendabefore you have the conversation.

Ask for feedback and advice where necessary, Clarke maintains, and always listen. Most importantly, she adds, be professional. “Be receptive and open to the idea that even if the meeting doesn’t go as planned, you were able to engage in a difficult conversation that won’t compromise or undermine your role,” Clarke explains, “and before leaving the discussion, suggest scheduling a follow-up meeting to regroup on the topic in a few days.”

ABOUT THE AUTHOR

Lydia Dishman is a reporter writing about the intersection of tech, leadership, and innovation. She is a regular contributor to Fast Company and has written for CBS Moneywatch, Fortune, The Guardian, Popular Science, and the New York Times, among others.

FastCompany.com | January 30, 2019

#CareerAdvice : #WorkLife – How to Set Boundaries with your Boss.

January 7, 2019/in First Sun Blog/by First Sun Team

Unfortunately, not everyone who steps into a managerial role possesses the skills and insights needed to lead an effective team. Rather, many bosses end up in their role as a result of their technical skill and expertise in a certain domain.

When individual contributors step into leadership roles without the required foundational skills, members of their team can often find themselves dealing with an ill-equipped manager. If you find yourself dealing with a problematic manager, consider creating boundaries in the following ways:

When they micromanage…

Dealing with a micromanager is never a good feeling, especially for those seeking autonomy in their work. If you’re dealing with a manager who refuses to loosen their grip, create boundaries between by reducing the opportunities for them to intervene.

If you have a project you’re working on, rather than asking them how and when to execute a task, do the work, and update them on it later. If you know that they tend to overpower you in meetings, consider setting the meeting yourself, and always come prepared with an agenda that will allow you to lead the conversation. Consider only providing updates to them when absolutely needed. It is also important to let your boss know exactly how you enjoy being managed, as they may be totally unaware of your own working style.

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When they don’t respect working hours…

Unfortunately there are many industries that don’t allow you to ever “turn off”. With the ease of technology, we are expected to fire off emails at all hours of the day. However, if you’re not in the business of billing your hours, then it is up to you to create firm boundaries between what you are willing to accept when it comes to your time commitments outside of working hours.

If a boss constantly calls you outside of your working hours, simply don’t respond. You’re not obliged to answer their calls, nor are you obliged to answer their emails. While this may seem scary, you will set the tone for how your boss treats you. If you have a client that’s calling you late at night, simply follow up with a text or email letting them know when it’s appropriate to call.

If you find yourself in a situation where your working hours are constantly being abused, it is up to you to set your own boundaries and say no.

When they are unreasonable with their asks…

Your manager might assign you something larger than you can chew as an act of good faith in your abilities, or even as a stretch assignment. Self-awareness, in this case, is important as you don’t want to turn down work that could help you grow, but also don’t want to set yourself up for failure. If you’re constantly being asked to do work that is out of scope, let your manager know you’re feeling ill-prepared, and would appreciate some help or further training.

When they are unprofessional…

Some people prefer to have a close personal relationship with their teams, which is perfectly okay! However, if you prefer to keep the relationship professional and your boss insists on getting personal, you may have to create some boundaries between you both. Do your best not to share personal information while at work. Steer clear of conversations about friends, family, and relationships. Don’t socialize more than you need and simply keep your focus on task-related conversations!

When they are rude or abrasive…

Unfortunately you may find yourself in a situation where your manager is just not nice. Don’t try and be rude back, rather keep your distance, and detach from the relationship as much as possible. Keep your conversations short and minimal and focus on the work. Remind yourself that you won’t have this boss forever, and if need be, explore the potential of switching teams completely if things get bad.

Knowing what is most important to you at work, and being clear on your own personal values is the first step in developing boundaries with you and your boss. Be honest, and specific with the people around you about how you’re feeling, and what your expectations look like (Tartakovsky, M).

As you work with different characters and personality styles across your career, you’ll face the reality that you just won’t click with every boss. In fact, it’s almost guaranteed that you’ll work with some people who make you cringe, and you’ll have to complete work that is 100% below you. However, when boundaries are crossed, it’s up to you to set the tone between you, your leaders, and your team!

About the Author: Stacy Pollack is a Learning Specialist with an MA in Educational Technology. She is passionate about building leadership programs that engage and contribute to the success of her organization. She loves to share her perspective on workplace development, career building, and networking for success. Connect with her onLinkedIn, Twitter, or at www.stacypollack.com.

GlassDoor.com | January 2, 2019

#CareerAdvice : 4 Ways to Become Indispensable to Your #Boss … One of the Best Ways to Remain Employed & Climb the Professional Ladder is to Become an Indispensable Employee.

December 3, 2018/in First Sun Blog/by First Sun Team

Becoming the go-to problem solver or the person who can be relied on to execute any task successfully is a sure-fire way to get your boss to notice you and fight hard to keep you happy. After all, don’t we all want to impress our managers and be invaluable to an organization?

However, there’s a distinct difference between being a dumping ground for errant tasks and being a key team player who is called on for prime assignments. We spoke to diversity and inclusion expert and author of Mastering the Game, Sharon Jones, to find out what are the primary ways to become essential to your boss.

Tip 1: Build on what you are told.

When a manager gives instructions, a good employee will closely follow the directions and do what she is told. However, a great employee will not only follow the directions that she is given but will also add value by pushing the project along anticipating the manager’s next step. Your managers are often busy managing multiple aspects of a project. Therefore, you can’t expect your managers to do their jobs and also yours. They won’t have time to spell out every single aspect of your project assignment. During check-in meetings, let your manager know what you both had agreed upon and the extra effort you put in to advance your aspect of the project. When you demonstrate competence, your manager will likely give you more independence to run with projects, and you will become a little more indispensable.How to Get A Promotion

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Tip 2: Have a “Can-Do” attitude.

If you want to become indispensable to your manager, then one of the best ways to distinguish yourself from your peers is to be a “can-do” person as opposed to someone who often says no. Managers look for professionals who not only produce exceptional results but also have a “can-do” attitude. The best way to strengthen your bond with your manager is to step up when he or she makes a request. If you can become a reliable “go-to” person, your relationship with your manager will strengthen. Realistically, you will not be able to complete every request exactly as it is outlined. Demonstrate your commitment to your manager first by saying yes, then bring up an alternative plan of execution based on your time and resource constraints. If you find a way to reliably deliver results, especially in difficult situations, your manager will begin to view you as a “go-to” person.

Tip 3: Lighten your manager’s workload.

Volunteer to take project’s off of your manager’s plate. During check-in meetings, ask about projects coming down the pipeline. If you hear about a project that fits your skill set, offer to get the ball rolling. To become truly indispensable, identify ways in which your skillset complements your manager’s skill set. If your manager hates doing a particular task and you are willing to take it on, she will want to keep you around for as long as possible. One note of caution: while it is ok to occasionally volunteer for administrative work to make your manager’s life easier, you should prioritize going after projects that demonstrate and grow your skill set.7 Ways Superstars Sabotage Their Promotion Potential

Tip 4: Keep your manager updated on a timely basis and let him/her know of any bumps in the road.

Managers never like to be surprised. So, the best way to be indispensable to your manager is to make sure you routinely keep him/her updated on your work. You can do that by establishing formal check-ins or informally do so by dropping by. You can also send email updates. Your office culture will dictate the appropriate manner for the update, but frequency is important. Also, be sure to give your manager a “heads up” if there is a problem you have encountered so that it can be addressed at an early stage. Remember, no one likes to be surprised at work.

Glassdoor.com | December 3, 2018 | Posted by Amy Elisa Jackson

#CareerAdvice : #JobPromotion – This is How you Get your Boss’s Job…Think you can Do your Boss’s Job Better than he Can? It Might be an Uphill Battle, but it’s Possible. Here are a Few Things to Consider Along the Way.

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

It is natural to want to advance in your career. We drill it into people’s heads that an upward trajectory at work is the primary marker of success. That is how you get more money, opportunity, and status.

That is great. The desire to move up is one of the prerequisites for advancing. But there is a lot to do to get there. Here are a few things to consider as you get started on your journey upward.

WHAT YOU NEED TO KNOW

It can be easy to get impatient in your job—particularly early in your career. After a year in your job, you may already feel like it is time to get more responsibility. There are several reasons to take it slowly, though.

First, you wouldn’t actually want to be in an organization that promotes you too quickly. After all, what is going to happen to you when you get that job? You would like to have it for a while in order to fulfill your goals. If your organization is constantly pushing people up or out, then you won’t have time to achieve your goals in that position, either. It turns out to be a good thing that organizations change leadership slowly.

Second, your boss’s job probably involves using a lot of relationships. The higher up you go in an organization, the more that you have to work to get resources to accomplish goals. You have to navigate office politics to support your team. You are going to need time to develop relationships with other people in the company in order to work with them effectively to get what you want. If you don’t have the trust of other leaders in the organization, you are not going to have the support you require to succeed.

Third, your boss probably has to make a lot of tradeoffs. No organization has all the resources it needs for everything it would like to do. There is never enough time, money, personnel, or energy to address all of the problems and opportunities that are out there. As a result, organizations have to prioritize.

That process of trading one goal off against another is often invisible to people lower down the hierarchy. As a result, many decisions may feel like they are arbitrary, which is why you assume you would do them differently. As soon as you have your boss’s job, though, those tradeoffs become your job. And you will have to know how to balance the competing issues that draw on your resources.

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WHAT YOU NEED TO DO

If you want to move up, you need to understand what your new job will really entail. That means you have to address your current weaknesses.

Start by telling your boss you’re interested in moving up. You might think that by doing that, you are putting you and your boss in competition, But good supervisors know that an important part of the job is training the next generation of leaders. After all, they can’t be promoted if they can’t be replaced. Expressing a desire can get you into the mix for opportunities to learn about the next-level job.

Then, you need to be observant. What do people at the next level actually do? What meetings do they attend? See if you can get invited to attend some of those meetings as an observer so that you can see what issues are discussed and how they are handled.

Ask your boss a lot of questions about how and why decisions are made. If you do that in the context of wanting a promotion in the future, then these questions will be interpreted as requests for information rather than complaints about how things are currently done. That way, you can learn about the organization’s priorities and how resources are allocated. You may still find that you disagree with some decisions that get made, but if you understand why they are made as they are, you will be in a better position to try to do things differently after you get promoted.

Finally, start developing relationships with other leaders and supervisors in the company, and try to get some mentoring from them. Take them for coffee or ask for a brief meeting to ask a few key questions. The aim is to become a known quantity to other people you will have to work with when you do get a promotion. Once you get thrust into a new role, tasks will come at you quickly. You won’t have that much time to develop the relationships you need after you get into the role. You are better off developing those connections before you need them.

FastCompany.com | October 16, 2018

Your #Career : 5 Things you Should Never Tell your #Boss (and What to Say Instead)…What you Say to your Boss can Impact your #CareerGrowth in the Company, So Choose your Words Wisely.

June 13, 2018/in First Sun Blog/by First Sun Team

Whether you’re lucky enough to have a great boss or have an uncomfortably rocky relationship with your manager, it pays to put some thought into your interactions. The language you use with your boss could end up dictating whether you get promoted, end up on the chopping block, or fall somewhere in between.

With that in mind, here are five phrases you should make an effort to avoid uttering to your boss–even if they seem appropriate on the spot.

1. “THAT’S NOT IN MY JOB DESCRIPTION”

We all have our share of grunt work to tackle on the job, whether we’re entry-level assistants or senior-level executives. So if you’re asked to do something that’s outside your purview, don’t be so quick to push back. Rather, be a good sport and comply, especially if it’s the first time you’re being put in that position.

Furthermore, if you’re going to push back, do so on the basis of being too busy, as opposed to being too good for the lowly or undesirable task your manager attempts to assign. Saying, “I’m afraid that doing this will cause me to miss my project deadline” sounds a lot better than, “That’s not what you hired me to do.”

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2. “THAT’S NOT WHAT YOU SAID”

In the course of our jobs, we’re often put in situations where there’s some miscommunication. But if that happens, and your boss calls you out for not following instructions, don’t bite back by insisting you’re in the right and he or she is in the wrong. Unless you have documented proof that your boss said what you claim he or she did, keep quiet.

Even if you have that proof–say, your manager sent instructions in writing, and is now backtracking and trying to put the blame on you–be polite about it. Pull up that email and say something like, “I really thought I was following these instructions precisely. Please show me where I went wrong, and let’s see how we can fix things.” It’ll spare your boss the embarrassment of being wrong, thus sparing you some backlash later on.

3. “IT’S NOT MY FAULT”

We all make mistakes at work. So if your boss calls you out on one, own up to it rather than deflect the blame. Even if you aren’t at fault, there’s a politically correct way to make that clear. For example, say your manager asks you to provide an estimate for a project, and you use your colleague’s inaccurate data to arrive at your own set of incorrect numbers. It’s easy enough to claim that you’re not at fault and point a finger at your coworker instead. But rather than go that route, say, “I should’ve done further diligence before relying on Bob’s numbers. I’ll be happy to run those calculations again and get you a more spot-on estimate.” This shows a degree of maturity that your manager will no doubt appreciate.

4. “IT CAN’T BE DONE”

Maybe your boss wants you to turn around a major report in two hours, when you know it would normally take five to get that sort of task done. Tempting as it may be to throw your hands up in the air and state that it can’t be done, find a way to get it done to some degree. You might say, “I can turn around the first half of this report in time, and then prioritize the remainder first thing tomorrow.” It’s not a yes, but it’s also not a no, and that might be just enough to appease your manager.

5. “IT’S NOT FAIR”

Here’s a news flash: Life isn’t fair, and that applies to office life as well. So yes, maybe you’re being asked to work late for the second time this month when your colleague who sits next to you has yet to be asked, but for the love of job security, don’t mouth off to your boss about how unjust that situation is. You never know what weight your other colleagues are pulling, and what they’re sacrificing to get their jobs done. You also may not know what rewards your boss is secretly planning for your solid effort (more money, perhaps), so before you complain about things being unfair, take a step back and try to power through.

Now if it becomes obvious that your boss is blatantly treating you unfairly–say, you’re always working late while every other member of your team clocks out at 5 p.m. consistently–then that gives you a leg to stand on. But think long and hard before moaning about one-off requests. And if you do complain, do so diplomatically. Try, “With all due respect, it seems like I’ve been pulling some long nights at the office lately. Can I help bring some other folks up to speed on these issues to better divvy up the load?”

Saying the wrong thing to your boss can come back to haunt you. Avoid these career-zapping phrases, and you’ll be a happier employee for it in the long run.

FastCompany.com | June 13, 2018 | BY MAURIE BACKMAN—THE MOTLEY FOOL 4 MINUTE READ

Your #Career : How to Request a Lateral Transfer without Offending your #Boss …When you’ve Been at a Company for a While, you Might want to Switch Teams to Grow your Career. Here’s How to Have that Delicate Conversation with your Boss.

May 31, 2018/in First Sun Blog/by First Sun Team

At some point during your tenure at a given company, you’re apt to reach a point where you’re tired of doing the same thing day in, day out. And if a promotion isn’t possible, your next best bet may be to switch over to a different team.

A lateral move can help your career in a number of ways. There’s just one challenge: How do you ask for that transfer without offending your current boss in the process? If you’re looking to jump from one team to another, here’s how to approach that delicate but necessary conversation.

1. SCHEDULE A SIT-DOWN AT THE RIGHT TIME

Telling your manager that you no longer wish to work for him or her can come as a blow, so don’t have that discussion on the fly. Rather, schedule a face-to-face meeting where you can share your thoughts and hear your boss’s thoughts at length. That said, choose a time when your boss can really focus and listen, which means don’t have that meeting first thing on a Monday or at 5 p.m. on a Friday. Also, don’t schedule that conversation the same week a major project your boss is overseeing is due. The last thing you want is for your manager to approach that sit-down in an already frazzled frame of mind.

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2. MAKE IT CLEAR THAT IT’S NOT PERSONAL

Moving from one team to another isn’t necessarily a reflection on your boss’s management style–so make that clear. Tell your boss that your career has taken a shift, but explain how you got there so that your manager doesn’t think you’re making excuses. For example, if your boss runs a marketing team, but you’ve been growing increasingly interested in the analytical end of things, it makes sense that you’d want to move over to the data team. In that case, explain how reviewing that team’s weekly reports piqued your interest and drove you toward that decision.

3. THANK YOUR BOSS FOR A GREAT EXPERIENCE

Your manager might feel a little hurt that you’re looking to work for somebody else, even if you make it clear that it’s the nature of your daily tasks that’s fueling that move. Therefore, it never hurts to express your gratitude to your boss for all the things you’ve learned under his or her watch. You can also affirm your desire to continue working together in some capacity–perhaps as a cross-collaboration with your new team.

4. OFFER TO HELP TRAIN A REPLACEMENT

Moving to another team doesn’t just mean potentially offending your current boss; it also means leaving him or her in the stressful position of having to find someone to replace you. So, make your manager’s life as easy as possible in that regard by offering to train the person who takes over your role, even if it means working evenings or weekends to keep up with your new duties all the while.

Your manager will no doubt appreciate that courtesy, and if your new boss is a good one, he or she will most likely agree to share you during that transition period. There’s nothing wrong with switching teams within your company. Just do your best to be mindful of your boss’s feelings in the process. The last thing you want is to spoil an otherwise solid relationship when you have the ability to make a clean break.

FastCompany.com | May 30, 2018 | BY MAURIE BACKMAN—THE MOTLEY FOOL 3 MINUTE READ

#Leadership : ‘I Lost It’: The #Boss Who Banned Phones, and What Came Next… #Employers Limit Cellphone use to Regain Attentiveness. Workers use Watches and Laptops Instead.

May 17, 2018/in First Sun Blog/by First Sun Team

Two thousand six hundred seventeen times a day. That is how often the average person taps, pokes, pinches or swipes their personal phone.

It all adds up to about 2 hours and 25 minutes, according to a study by mobile app research firm Dscout Inc. And a good chunk of that time comes during work hours.

Jason Brown had had enough of it. Two years ago, the chief executive of Brown, Parker & DeMarinis Advertising paused for a moment to look across the meeting room as he delivered a presentation. The majority of those gathered were fiddling with their phones.

“I lost it,” says Mr. Brown.

In his anger, he issued a companywide edict:“Don’t show up at a meeting with me with your phone. If someone shows up with their phone, it’ll be their last meeting.”

Many managers are conflicted about how—or even whether—to limit smartphone use in the workplace. Smartphones enable people to get work done remotely, stay on top of rapid business developments and keep up with clients and colleagues. But the devices are also the leading productivity killers in the workplace, according to a 2016 survey of more than 2,000 executives and human-resource managers conducted by CareerBuilder, an HR software and services company.

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There is also some evidence that productivity suffers in the mere presence of smartphones. When workers in a recent study by the University of Texas and University of California had their personal phones placed on their desks—untouched—their cognitive performance was lower than when their devices were in another location, such as in a handbag or the pocket of a coat hanging near their workspace.

“I firmly believe that multitasking is a myth,” says Bill Hoopes, an IT project manager at L3 TechnologiesInc.

Mr. Hoopes put his convictions into practice at group gatherings when he took over a team of about 25 people at the aerospace defense company three years ago. “Every time someone’s phone went off, they had to stand for the rest of the meeting,” he says. Before long, he asked the group to leave their phones at their desks when two or more people got together.

Over time, he says, he has noticed not only an improvement in the quality of conversation and ideas in meetings, but also that his people seem to show more respect and appreciation for one another’s work.

Mat Ishbia, CEO of United Wholesale Mortgage, banned technology from meetings about two years ago and recently asked that his executive team and other managers not check their phones as they walk to and from meetings.

“Don’t act like we’re too important to say hello,” he says he told them. “Make eye contact with people.”

Mr. Ishbia is now piloting another solution to phone addiction. A group of about 250 workers are part of an experiment in which they refrain from all personal phone use at their desks. If they want to use their devices they must go to a common area designated for phone use and socializing. Forty-five days into the trial run, workers are checking their phones a lot less, he said.

Bryan Lee, a product manager at enterprise software company Docker Inc., suspected that his daily phone use was a problem, so last month he installed an app called Moment on his iPhone that tracks the total amount of daily time he spent on his phone. His first measurement revealed four hours in a day. Since early April, he’s reduced that to roughly an hour.

At work, Mr. Lee persuaded his team of eight to download the app and post their daily phone hours on a whiteboard. The team member with the lowest time gets bragging rights.

“We’re thinking of having a trophy we can pass around—or maybe just shaming the loser,” he says.

Handheld devices can be a valuable source of information during office gatherings. Shane Wooten, CEO of enterprise video platform company Vidplat LLC, recently surprised a group of corporate clients with a request that they leave their electronic devices outside. “They didn’t like it,” he says.

Since January, Mr. Wooten has limited personal devices at meetings with his employees and faced some resistance. Workers argue their phones are vital for staying in touch with a sick child or researching information relevant to the meeting.

“I told them we’re not in middle school,” he says. “I’m not collecting phones in a bucket. Just don’t have it out faceup on the table.”

Google Inc. announced last week that the next version of its operating system for Android phones will include a feature that is meant to help people who feel tethered to their devices. It will let users see how much time they spend on their phones, show which apps they use the most and display how often the phone gets unlocked.

Software may be the key, because not all workplace solutions work. The no-phones-at-meetings rule at Mr. Brown’s ad agency lasted about two months, because it wasn’t all that effective.

Instead of phones, staffers wore smartwatches to meetings or brought their laptops, which were just as distracting, he says, adding that workers said they were worried about missing calls and emails from clients.

Now, he tells his 40 employees not to attend meetings unless they really have to be there and strongly advises they fully engage.

Mr. Brown missed his phone too and likened the experience to outlawing alcohol during the Prohibition era: “A theoretical state that almost no one wants to live in, including those making the rules,” he says.

Write to John Simons at John.Simons@wsj.com

WSJ.com | May 17, 2018 | John Simons

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#Leadership : 9 No-Fail Tips for Giving #ConstructiveCriticism at Work (Infographic) ….Learning How to Give Honest, Constructive Feedback to All Types of Colleagues will Help you Be a #BetterManager and Will Help your #Employees Develop.

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

Though criticism is an inevitable part of any workplace, most people find it difficult to give negative feedback to direct reports. Whether you are offering real-time observations or engaging in a formal review discussion, it can be stressful to critique the work of your colleagues.

Don’t let yourself be intimidated by difficult feedback conversations! Honest evaluations are essential to employee development, engagement, and retention. Most employees understand the value of constructive feedback for their company and for their own personal development. A Zenger/Folkman surveyfound that 93% of people agree that when negative feedback is delivered correctly it can be an effective way to improve performance.

Learning how to give honest, constructive feedback to all types of colleagues will help you be a better manager and will help your employees develop. By providing specific direction based on employees’ actions, you can provide criticism in a way that will help people develop, without making them feel attacked.

Check out this infographic for tips on how to criticize constructively:

Fundera.com | March 23, 2018 | Meredith Wood

Original Post: https://www.fundera.com/blog/how-to-criticize