Be Distinct. It’s easy to be Extinct!

“Does he work in our Department? I always thought he was from some other function or, maybe a contract employee?!” “I have never seen her speak up in meetings and never found her to be the confident types!” “Sorry to say this, I don’t think he was even fit enough for his current role…he is clearly overrated!”

These were the jarring opening lines of a few peers soon after the line managers had introduced the promotion candidate’s cases for their career advancement, in an annual Promotion Committee forum.   

So, who is responsible for your visibility and advancement - Yourself, your Manager, your HR or the Organisation itself? Oddly, I have often heard executives respond with, “Of course, it is my Manager’s responsibility!” or “The organization is supposed to take care of me for what I have contributed.”

As a Leadership Coach now, and as a leader of teams earlier, I have seen countless such situations play out repeatedly. It is disconcerting to see so many promotable candidates lose these chances simply because, they were not visible to the decision makers. The same applies to opportunities around local/global mobility, handling new projects and for other role enhancements.

In my view, the primary onus for your career growth falls on yourself. There are a handful of line managers, mentors and HR who will occasionally make the effort to position you well, across the organization. To grow your visibility, you should ensure that –

-         you know the influencers and decision makers

-         most leaders are aware of who you are what you bring to the table

-         you identify forums where you can present your opinions confidently

-         new challenges or projects are great avenues to showcase competencies

-         networking is like a muscle; you must grow and strengthen it every day!

With WFH and virtual workplaces the new norm, the efforts required to grow your presence will need to be far greater. Participate and prepare well for virtual calls and video conferences with your leaders. Find little windows to slip in your relevant viewpoint or ask a meaningful question. If you truly have the ability or knowledge on the matter, do not shy away from offering help to those in need.

It is becoming easier for people to find you out of sight and, therefore, out of mind! As I often remind leaders, its difficult to be distinct, it’s very easy to grow extinct!