The Power of P.I.E.

As a CEO, one thing I routinely hear is how people want to be proactive in the development and advancement of their career. When I was 25-years-old and transitioning from a professional soccer player to an employee of McCaw Communications in Portland, OR, I was fortunate enough to learn the concept of PIE from a terrific mentor named Will McAllister. This concept, matched with focused managers, is one of the most impactful tools I have relied on throughout my career.

The secret to PIE's effectiveness rests on the individual's ability to successfully execute all three elements congruently. The key to this execution is the partnership you build with your manager and that you maintain an open two-way dialogue with regular and timely feedback from them. If you are reading this as a manager of people, know that the coaching and timely, relevant feedback you provide your direct reports is arguably one of the most significant impacts you can have on that individual overall. So, commit to remaining engaged and available for real conversation!

 This breaks down as follows:

Performance is 100% your job, and no one can perform for you!  Performance is how well you meet and exceed expectations set forth by your manager. The main thing to remember here is that life will always come at you with unexpected variables, but it is up to YOU to take matters into your own hands. There's a great quote out there that says, "It's not what happens to you that matters; it's how you handle it." Delivering quality results is ultimately determined by YOUR emotional agility, time management, and effort and attitude. Do not wait for others - be a leader and perform to the best of your ability.

Image is a 50/50 proposition for you and your manager.  Image refers to your unique personal brand, and it consists of your demeanor, attitude, and interpersonal skills - how do people view you? Consistently delivering on your brand enables your manager and colleagues to understand your authentic self. Focus on what you can control — do you maintain a positive attitude in stressful situations? Do you answer emails promptly and professionally or with harshness and constant delay? Do you smile at others and contribute or critique and criticize? Are you a team player who meets deadlines, or are you unreliable and shirk responsibilities? Do you show up to meetings prepared and on-time? All of these things significantly impact your image in the workplace. Note, it’s also your manager’s responsibility to give you feedback on how you are doing and to help shape your image with others in the organization. 

Exposure is your manager’s responsibility as you can’t be running around the company trying to do this yourself.  Exposure is the level of visibility colleagues have on your accomplishments, attributes, or even your name. All these come into play when there is an opportunity for a promotion – simply put, if your manager failed to make your name and contributions top of mind, then you will not advance. PERIOD. Exposure is crucial in professional development, and I cannot stress enough that your manager is your primary advocate and some of the most significant decisions of your career are determined when you are not in the room. Exposure is a crucial part of the partnership in your career, and you must manage your manager to make sure this is happening and you are receiving the right opportunities.

Whether you are starting in your first role or about to enter the c-suite, PIE can help you set a plan and strategy to break from the pack and get you to where you want to be. Remember, the key is to ensure you and your manager are in sync to work together on executing all three pieces of the PIE. I have seen it first-hand for my career, and I hope you give it a try yourself.

 GL