Mentor Log #4: Recognition, visibility and growth

Are your efforts getting recognized by your organization? Are you having difficulties finding work that makes you happy ? Are you not getting promoted despite an overwhelming feeling that you deserve one?

The solution to these and similar situations starts with a good, open relationship with your manager. This is also a classic application of the three C's .

Being conscious

Your manager is your primary sponsor at work. Your fortunes are intertwined with theirs and vice-versa. It behooves you, therefore, to have a healthy, open and trusted relationship with your manager.

If you are unable to build trust, you ask yourself why? If it your shortcoming, work towards addressing it.

If you are convinced it is your manager, then ask yourself if you are in the right place. Find alternate sponsors at work. Evaluate if you need to move jobs

Staying compassionate

Remember two things here.

1. Be compassionate to yourself: You know what makes you happy and why? You have specific needs from your job that give you contentment and happiness. Recognize that and never let anyone tell you otherwise. These needs should be a part of regular conversations with your manager.
2. Be compassionate to your manager: Your managers have several priorities that preoccupy them. They are going to assume that all is fine unless you bring it up with them. Don't be hard on them for failing to recognize your needs when you have not vocalized them. Therefore, the compassionate thing to do both for yourself and your manager, is for YOU to bring up topics that matter for your career.

Communicating effectively

Communication, of course, is the most important element here. How do you communicate with your managers to build trust and to open up about your career needs?

My top recommendation is that you initiate a regular, formal meeting with your manager. This meeting (weekly, bi-weekly or monthly) will be to specifically discuss topics like quality of work, areas of improvement, strengths, weaknesses, your needs, and path to progress. Steer clear of specific tasks or technical problems you are trying to solve. This meeting should be about the big picture. The meeting should be about you, and how you can add value to your manager, and the company. It should be about how you channel the role towards career success.

Why is this important?

• You are co-opting your management actively in growing your career.
• You are also vocalizing your needs that your manager otherwise would have been oblivious about.
• With regular discussions, you are ensuring this is top-of-mind for your manager.
• You will know your management's expectations. If you deliver, you are on high-ground in promotion conversations. More importantly, your manager will automatically come through on promises.
• Lastly, you will gain more confidence in your own actions. You will not be shy to take credit for work you've done. You will inherently become more vocal and productive for your organization.

What does the regular conversation entail?

Simple. Here are a few conversation starters and vectors for you to think about.

• How are you doing in your job? What can you do better?
• How is your role and charter aligned with your manager's? How can you add more value?
• What does your manager perceive as your strengths? Weaknesses?
• What do you want to be doing at work? What makes you happy?

Remember, there is absolutely no need to be pushy. This is about having a trusted, open dialog with your management. You are entitled to get as much from your role as your organization is. So, don't feel awkward initiating these conversations. If anything, your manager will be appreciative of it.

If done correctly, this completely eliminates the need for annual/semi-annual appraisal conversations. This becomes a natural part of your relationship with your manager and organization versus being a forced annual event. It will also remove any surprises on both sides during the appraisal/promotion cycles.

Summing it all up..

Take your career management in your own hands. And co-opt your managers. It may appear strange in the beginning if you have never done this in the past, but once you get into a rhythm with your manager, you will feel that you are in control of your career. If you are taking up a new role, this is your perfect reset. Build your relationship with your managers with these conversations as a key ingredient.

Good luck.

PS: For the cohort , I am just about done with all the packets. I will start rolling out "decisions" in the coming days.

#2022menteecohort #careermanagement #compassion #consciousness #communication #lifegyaan