Perceptions are Reality - Are you strategic about managing your career and your brand?
A few weeks ago I was on a call with other HR leaders discussing
barriers that may be holding a person back from success either in their
current role or in seeking a new one. One discussion focused on the
disconnect between an individual's perception of the value of their
contribution, and a business leader's. It raised the question - Are
you strategic enough?
As an HR professional one of my roles was helping employees set
goals. While they quickly grasped the concept of SMART in defining the
goal, they had a harder time articulating the linkage between their
roles and activities and the company's vision and strategy.
Understanding your contribution to the organization's success, and
aligning and prioritizing activities that have defined results supports
the business goals, and creates career resilience.
Strategic thinking is not as easy for some HR professionals as for others, especially
if it has not been a focus of your role in the past. Start by asking
questions. If we changed how we did X, how would it impact the goals of
the company? Increased sales, innovation leading to new product
development, increased efficiency, lowering overhead, improving quality,
faster, easier access to key information, reports that focus on key
decision criteria, etc. If we changed how we did X, who else would it
impact and would it help them increase sales,...... etc.?
Getting a little more comfortable with the approach? Now turn it
around 180 degrees. For a defined business goal, what are we currently
doing to help achieve it, what isn't contributing/may be counter to this
that we should stop or change, and what more should we consider doing?
Now you truly are becoming a strategic thinker.
Let's look at your "brand" - or what you are known for. Does your
manager view you as a valued contributor? Do they seek your
ideas/views? Are you asked to take on the high profile assignments?
Are you strategic about your career? Do opportunities present
themselves to you, or do you actively seek them out? Do you know what
you would like to be doing in 1, 3 and 5 years? Do others know this,
and are they supporting you achieve this? Similar to a financial plan
and strategy, you have a choice about whether you actively manage your
career. Are you the person leadership thinks of for that key project,
lateral move or promotion?
Are you strategic when promoting your Personal Brand? What
visibility do you have for the actions and results you want to be known
for? How are you sharing that information? Are you aware of how you
are perceived when you let people know what is going on?
How your manager, colleagues, recruiters, clients and others
perceive you is important to your career success. Are you promoting
your values, skills, contributions, views in a way that their perception
of you is, in fact, your reality? Find out their perceptions, and make a
plan to address the gap.
Perceptions are reality.
Fiona Hunter
DallasHR - Director, Transition Support