The Three Career Accelerators

The Three Career Accelerators

The PIE model developed by Harvey Coleman is used by some of the best companies in the world to offer career guidance to employees. The model explains that there are three career accelerators:

Performance- It’s what you do in your job and how you show up in terms of delivering against the expectations of your role. 

Image - What people think of you - it could be positive or negative.

Exposure - to influential people who can sponsor you for important roles and developmental opportunities.


I am a big believer in Coleman's PIE model. Why? Because I was a beneficiary of it. Many years back I was in GE Crotonville, attending a leadership course that Jack Welch was teaching in.

He reminded, “GE Leaders are great- we don't wish or hope, we make it happen!”.

I was in the front row. He moved forward. He is barely a meter away from me. Looks me in the eyeball and loudly demanded, "David, you will be a GE leader right!!!”

Talk about deer caught in headlights! I thought I was going to have a heart attack! I managed a soft whisper “I hope so Jack”. Oh shucks! I should have exuded positive energy and bellowed "YOU BET JACK!!!" Jack must think I am an idiot.

Never mind, who knows when we would meet again?

Four weeks later, I saw him again at a dinner for customers in Jakarta.

Never mind, he'll forget who I am.

Jack said “Hi David.” “Shucks", he didn't forget!

Later that night, I came to the paranoia driven conclusion that Jack was going to fire me!

Three days later, GE CEOs had lunch with Jack. He asked about me. “Don't worry", they reassured, "we told Jack you delivered big time!” A week later my boss called. "Jack said to keep you happy. You are getting the job done in Asia." Six months later I was on a plane heading to New York for a US assignment so I could get promoted.

Lessons. You need to PERFORM every day. Without performance, you are nothing. But performance alone won't boost career. Why? Only your manager knows you are good. A good manager can help by sending you to meetings or training which expose you to the higher-ups. Why? Because you need EXPOSURE and interactions with influential leaders. And if they have a positive IMAGE of you, they can help you get bigger roles.

But EXPOSURE to influential people can help and hurt you! So when you are in front of the chairman of your company, try hard, very hard, not to look like a clown. I really did a bad job of managing my image with Mr Welch. The good news is that because I did PERFORM, and gain trust of the GE CEOs, they spoke positively on my behalf to Jack. Without their advocacy, who knew what could have happen. Instead, I got promoted! People say I am lucky, and they may be right. But if you don't have a network of people who are on your side, your luck will always be bad.


Let's take a deeper dive into PIE. Which of the three career drivers have the greatest impact on careers?

PERFORMANCE contributes only 10% to your career growth? I was shocked when I first saw this finding. Let me explain. Early in your career, your ability to perform would contribute the most to grow your career quickly (90%). Why? Performance differentiates you from the crowd. To consistently produce high-performance one needs to 1. learn deep and quick, 2.acquire unique/relevant skills and attitudes and 3. apply these to create value. In a nutshell, Knowledge x Skills x Attitudes = Create Value. How exactly do you do this?

Tip 1. Be humble, be curious and put in the extra work to learn faster and smarter, know more and show your willingness and commitment by volunteering for tough assignments.

Tip 2. Apply your learning and translate it into positive outcomes ie high performance. This requires you to gain the confidence of your manager so s/he is willing to let you take some risk, give you assignments that will stretch you and coach when necessary.

Tip 3. Ask for help, after you tried but can't figure out the 'how'. Some are insecure about saying help because they don't want to appear' ''useless". But people who do are also seen as collaborative and smart enough to leverage resources. And when they return the favors, they build relationships.

Tip 4. Own up to your mistakes quickly. Tell your boss/colleagues why and how you made the mistake, what you are doing to make up for it and what you learn. Honesty and accountability are traits leaders appreciate.


IMAGE AND EXPOSURE. As you progress in your career the importance of Image (30%) and Exposure (60%) takes on far greater weight. Why? Who knows your work best? Your boss, colleagues, possibly your bosses' boss. So if you do outstanding work, only a tiny slice of your organization will know the quality of your performance. That's not enough if you want an accelerated career. Let me offer an example to illustrate.

We are in a succession planning session and your dream job is up for grabs. Your name is on the list. If no one knows you, no one will or can speak for you. In fact, they may feel obliged to speak against putting an unknown into an important role.
Your performance might be far superior as could be your potential. But if no one in this meeting knows it, then you have little chance.
Is this fair? Of course not! Does it happen? All the time!

Good managers can coach you on developing your image and help you get some exposure, but in the end, you must drive this yourself. So how do you build a POSITIVE IMAGE especially amongst people who can help your career?

Tip 1. Understand that building an image is a double edge sword- you could have a positive or negative image. Your image becomes positive only when you deliver on an attractive brand promise.

Tip 2. Decide what your brand should stand for, be authentic and know that delivering your brand promise is everything!

Tip 3. Volunteer for assignments (including the tough ones) that will grow experience. This will help you build a reputation for delivering value.

Tip 4. Request to be in important meetings and then Speak Up. Meetings are platforms for you to share with others your ideas and commitment to achieving the goals of the meeting. Use MACE to help you make an impact.

1. M-eeting Goals. Is the meeting to share info, solve a problem, make a decision?

2. A-dd Value. What can you share that serves the goal of the meeting?

3. C-ommunicate. Know what you have to say and say it clearly. How? Practice saying it as naturally as you can. And leave room for discussion.

4. E-arly. So you can choose a seat that allows you to be seen and heard easily.


You can get EXPOSURE by building a network of influential people who will champion your career. Here is how to do this.

Tip 1. Know who the influential leaders are. Typically they are senior leaders of the company. However, they are also leaders who actively look for the best talents in the company. They tend to have titles like Talent Management Manager or HR leader. But some of the best talent spotters and developers are leaders who love to find and groom talent. They could be the supply chain head or in sales or Chief Scientist in R&D. Build a list of people who can influence your career.

Tip 2. Get exposure to those on your list. Volunteer to be on project teams that gives you a chance to interact or be exposed to these leaders. And attend corporate and social events that give you a chance to share your thoughts or be on the same dining table as some of these leaders.

Tip 3. From amongst your list of leaders, request the appropriate ones to be your mentor(s) and share your career plans with them. Read up how you can develop a mutually beneficial relationship with your mentor(s). Specifically, in your very first meeting, you should be prepared to articulate clearly and concisely your career goals and why they are important to you. Also, know what your mentor can bring to the table and figure out how to leverage it. But don't come across as a "give me, give me.' person. Use the first meeting to get to know your mentor and align goals for the relationship.

Tip 4. It's not easy doing this stuff especially if you have never tried doing it before, but it's also not that hard. The key is to do it once, get feedback and then again and again, until you get good at it.


I close with what I think is the most important piece of this article.

In the pursuit of your career, retain perspective.

Know WHAT you want out of your career and WHY you want it, what you are willing to do to get it and what you won't do.

Remember life is more than career and your decisions affect not only you but your loved ones waiting for you at home.

Best wishes for a wonderful, fulfilling career.

杨丽

高级中学 — 教研室主任

5 年

I agree 100%. I'm the one whose performance is very good. And the one whose exposure and image are not so good as my performance. Over the years, I have come to realize how important what you called image and performance is. My but is that I'm not so confident and I believe my performance is speak louder than others. Now it's time to change. Got to go to build up my image and exposure. Thanks for your genius sharing.

Seun Damilare-Victor MBA, MCIPM, SHRM-CP, CPHR, CHRBP

Aspiring HR Director | Head HR, Commercial @The Coca-Cola Company-Chi Ltd | C-Suite HR Leader | Talent Management Expert | Organizational Performance Coach | Seasoned Facilitator | Founder, Hacking Performance Africa

6 年

Great Article! Thanks for sharing. Permit me to use for training.?

Sherine O.

Seasoned Learning Professional l Growth and Potential Enthusiast

6 年

Thank you for sharing your insights

Daniel Lee

I simplify employee engagement for Team leaders and Heads of Departments.

6 年

I like the PIE model. Simple and straightforward.

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