How Well Do You Toot Your Own Horn?

In April, we’re celebrating how your uniqueness is the key to your success. And while we’re at it, we want to encourage you to “toot your own horn” more about those successes.  

We’ve talked before about how self-promotion isn’t selfish if you’re providing your boss and others valuable info about your work and why you can’t assume that your accomplishments will speak from themselves.

This week, look a little more closely at how you’re doing with self-promotion. Which of these profiles best describes you?

Active self-promoter. You regularly put yourself out there to share valuable information about your results and how you are getting them. You know the right people to connect with and you focus on staying visible to them. The challenge for you may be to do this without coming across as self-centered.

Selective self-promoter. You get that self-promotion is important, but you have difficulty doing it on a consistent basis. Like many others, your activities here may be more externally driven (i.e., by the timing of promotion and pay decisions, restructuring at your company, or other events that drive the need to communicate more about your performance).

Heads-down worker. Your mindset is “I just need to get my work done.” You value results and quality, and you believe that if you do a good job people will notice (see our previous blog on why that’s not necessarily so). You may quickly dismiss self-promotion as a “game” that you don’t want to play.

Praise deflector. Do you have a shield that redirects any compliments you receive (“Ellen was the one who really made the project work!”) or minimizes your accomplishment (“Meeting that deadline wasn’t really a big deal.”)? If so, be mindful of the messages you are indirectly sending to others about your performance.

Most people tend to fall in the middle two categories. Active self-promoters and praise deflectors are more rare. You may also find that you fall into a couple of categories. If so, pay attention to how you are showing up and with whom.

This week, take a few minutes to simply notice how often you take opportunities to share your accomplishment and results with others. Where would you like to be on the self-promotion scale above?

This article is adapted from our video “Assess How Well You Toot Your Own Horn Today.” You can find it and other videos from our “Tastefully Tooting Your Own Horn” series on the Learn page of our website.

Be Bold – Be Unique: The Power of Risks and Relationships - Deborah Gibbins, Chief Financial Officer, Mary Kay Inc.

We are going to look at how to make your mark by leveraging your unique strengths.

Deb Gibbins employs her skills by taking risks and building strong relationships. As the chief financial officer at Mary Kay Inc., Deb oversees the company's strategic planning and financial growth. Before joining Mary Kay in 2013, Deb held senior leadership roles within PepsiCo’s Frito-Lay North America division and Arthur Andersen LLP.  She serves on the board of directors for the United Way of Metropolitan Dallas.

In her professional life and her community roles, Deb is viewed as a connector.  She consistently looks for ways to build a bridge or initiate a relationship that would help people she meets.

I asked Deb to participate in the WBAP/KLIF Texas Women in Business series, sponsored by Newberry Executive Solutions. Her input was enlightening.

Q.  What has contributed to your successful career?

A. First, a willingness to embrace discomfort. I’ve accomplished far more by accepting messy assignments, the ones no one else wanted, than seeking the assignments that appeared to be a piece of cake.  I’ve learned so much by closing my eyes and jumping into a pool of problems and figuring out how to solve those problems, one by one.

Second, I approach most issues with a sense of humor and not taking myself too seriously. Lastly, I recognize that I have to lean on the support of my friends and family.  I think about my relationships as a bank account.  In order to make withdrawals from that relationship account, you have to take the time to make lots of deposits. I remind myself every day I benefit from people who were willing to sponsor and mentor me along the way.

Q. Tell us about a challenge you overcame in your career.

A. I find that most people struggle with knowing the right time to make a career change – a new assignment, a new function, a new company. Trading off the comforts of the known with the rewards of trying something new is always a challenge. When I am faced with a career change, I consult my trusted advisors – sponsors, mentors, friends and my husband — for their advice.  And then I make an old-fashioned list of pros and cons. I weigh the benefits with the risks and assess what I can do, if anything, to mitigate the risks. More often than not, I opt for the change, and once I do, I never look back. When you make a decision, embrace it and don’t lose sleep thinking about “what if.”

Q. How does the future look for women leaders in business?

A. The future for businesswomen who want and have the aptitude for leadership is bright. But not all women want to lead. For those who do, I increasingly see more recognition for the value of female perspective and a woman’s approach to strategic decision-making and risk-taking. The biggest challenge will be ensuring there is a solid pipeline of talented women leaders. Today, there is often a gap in the pipeline as talented women step out of the work force to raise a family.

Q. What advice would you give to women who are looking to make their mark in business?

A. I am so fortunate to work for a company founded 50 years ago by one of America’s greatest female entrepreneurs, Mary Kay Ash. Mary Kay wrote several books full of advice for succeeding in business. The principles of Mary Kay Ash are just as relevant today, and I look to them when offering advice on making a mark in business. Two of my favorites go hand in hand. First, "be a risk taker” and encourage those around you to take risks. Second, “don’t rest on your laurels." In today’s fast-paced world, you are either moving forward through self-improvement or falling behind.

As you consider the two prominent themes in Deb’s interview, risk-taking and relationships, challenge yourself to step out a little further –  and leverage your relationships to give you the support you need.  For more tips on how to do this, check out the chapter “What is sitting on the fence costing you?” in my book Show Up. Step Up. Step Out. available on Amazon.

Photo Credit:  Mary Kay

Self-Promotion Isn’t Selfish

This month, we’ve been exploring how to be bold about your unique strengths. Part of being bold, of course, is letting others know about those strengths and your accomplishments. Self-promotion makes some of us uneasy, so I want to debunk some of the negative stereotypes about it you may have.

“Bragging is self-centered.” Sharing information about what you’ve accomplished can be relevant and useful to others. Take your boss. Her job includes both leveraging your talents for the company and helping you develop. To do those things, she needs to hear about your strengths, talents and successes.

“My accomplishments should speak for themselves.” We all have lots of lots of people and priorities clamoring for our attention. Even when your boss or a client intends to note your successes, sometimes they’ll slip by unless you share them.

“I don’t have time to self-promote.” Making others aware of your strengths and successes isn’t an “extra,” it’s essential to your job.

These points are part of our video “Change How You View Self-Promotion.” You can find it and other videos from our “Tastefully Tooting Your Own Horn” series on the Learn page of our website.

Ready to go more in-depth on this topic? You’ll find more advice on effective, tactful self-promotion in our WOW! ProgramSM and WOW! Highlight AudioSM, as well as the book “Show Up. Step Up. Step Out. Leadership Through a New Lens.”

Be Bold – Be Unique: Debbie Storey, the Servant Leader

I’d like to highlight my colleague Debbie Storey. Debbie is senior vice president talent development and chief diversity officer at AT&T. Debbie leads AT&T’s efforts to foster an inclusive workforce and develop diverse talent. She also participated in our Texas Women in Business segment, airing on WBAP/KLIF radio in Dallas, Texas. I work with many leaders at AT&T, and Debbie’s name comes up frequently in conversations as someone they look up to as a role model. She is one of the few leaders you will meet who truly invests in others. She wholeheartedly believes in the power of coaching and developing others, and makes herself accessible to do so. In Debbie’s world, there is no hierarchy. She treats each person with respect, takes a genuine interest in them, and offers support.  Her leadership style is truly a differentiator and has notable business impact. I have seen how it fosters greater commitment, loyalty, and results.

During her Texas Women in Business interview, Debbie shared some insights into her career and strategies that have helped her gain success.

Q. What has contributed to success in your career?

A:  I wanted to be a leader from an early age but never wanted others to follow me because of my position. Rather, I wanted them to follow because they were inspired to achieve a vision. I have always cared most about helping people grow, achieve, and succeed. I focus on creating a vision, connecting them to that vision, and then coaching them to do their part to achieve it.  That means challenging them to innovate, take risks, and celebrating big and small contributions and successes.

I also believe that I am not the smartest person in the room. In other words, that I alone don’t hold the answers. The higher you go in an organization, the more you have the opportunity to move into new roles or unfamiliar territory and the less you have to rely on others around you for answers.  The best leaders don’t necessarily have the best answers, but are highly skilled at knowing the right one when they see it. I am not focused on executing my own mission, but on serving those I am leading (whose care I am charged with) and truly listening.

Q. In your opinion, how does the future look for women leaders in business?

A: Women are more educated than ever before, studies show that women excel at the skills considered essential for top leadership, women enter the workforce with as much ambition as men, and companies with more women at the top and on boards outperform in terms of business and financial performance. The data is irrefutable – women are good for business.

There are more conversations taking place – in the media, the board room, and at the highest levels. So, there is more awareness and focus, which will ultimately lead to more opportunities. On the other hand, we are not making progress rapidly so we still have a lot of ground to cover. The bottom line is that success will not be measured by the number of women at the top, but rather when every woman has a choice about the path she wants to pursue – without artificial barriers and with abundant opportunities and resources.

Q. What advice would you give to women who are looking to make their mark in business?

A: There are four things I would advise women to do:

1. There are many things in life that will catch your eye, but few will capture your heart. Pursue those.

2. Understand the importance and power of building the right network and never hesitate to leverage that network to get feedback, advice and sponsorship

3. Make your interests and your aspirations known. You will be overlooked for opportunities if others aren’t aware of what you aspire to

4. Remember that comfort and growth cannot peacefully coexist. If you want to grow – and I think we all innately want to grow – you have to get out of your comfort zone. Your knees may shake but as you begin to step forward they will strengthen and carry you forward.

As I reflect on Debbie’s comments, I want to challenge you to think about how you will take the lessons from her career and apply them to your own life. For more strategies that you can start putting into play today, take a look at Show Up. Step Up. Step Out. Leadership Through a New Lens available on Amazon.

Be Bold – Be Unique: Lisa Amoroso, Senior Director, Diversity and Inclusion, Frito-Lay North America

During April, we continue to focus on what makes each of us unique. As part of our Texas Women in Business sponsorship on WBAP/KLIF, we asked Lisa Amoroso to share what has really helped her get traction in her career. Lisa is the senior director of diversity and inclusion for Frito-Lay North America. She joined Frito-Lay in 2003 as a supply chain manager and has continued to advance in the company. One of the things I appreciate about Lisa is her boundless energy – her spark. She brings it to every role and task. During the years that I have known her, she has always been willing to push the envelope to do the right thing, and has gotten a lot done with limited resources.  Here are a few nuggets from her interview:

Q: What has contributed to success in your career?

A: There are four key competencies that have benefited me the most in my career.

1. Agility: The ability to flex to cultures, work approaches and people’s style and to shift priorities

2. Relationships: Building a comprehensive network and leveraging it effectively

3. Execution: Being clear on the outcome and delivering it

4. Perseverance: Pushing through adversity

Q: How does the future look for women leaders in business?

A: I believe the future is brighter than ever before. Companies are more aware of how critical women are to business outcomes, so they are working on becoming more attractive to women. For example, at Frito-Lay, our leaders have engaged our associates in cultural changes that will drive a more inclusive environment where women can thrive.

Q: What advice would you give to women who are looking to make their mark in business?

A: Three things come to mind.

1.  Find the place where you can excel. Each of us has strengths and passions, so figure out what role will allow you to leverage your strengths the majority of the time. I was fortunate to find a company early in my career that allowed me to explore different roles to discover those that I am passionate about.

2.  Don’t doubt yourself.  Stop the negative inner voice and exude inner and outer confidence.

3.  Don’t sacrifice anything you believe in – especially your values and family.

Lisa has her sights clearly set, and definitely leverages her passion and energy to achieve her goals. To help you keep your passion in the forefront, check out the chapter, “Keep Your Passion Front and Center”, in my book Show Up. Step Up. Step Out.  available on Amazon.

Photo Credit: Lisa Amoroso

Download my GIFT to you: Show Up. Step Up. Step Out

Celebrate Women's History Month and "step up" your leadership skills with a free Kindle download of Neena Newberry's new book — Show Up. Step Up. Step Out. Leadership Through a New Lens. Each chapter offers insight and strategies that get results. You can download a free Kindle reader if you don't own a Kindle. This book is for men and women who want to take their careers and business results to the next level. Give Neena five minutes, and she'll show you a new way to become a better leader. As a former business consultant and executive at Deloitte, Neena draws from more than 20 years of experience in the corporate world working with Fortune 500 companies. Her advice will help you see the opportunities in front of you, put what you know into play, and consistently focus on what really gets results.

"I think Neena hit a home run with this book, and I hope you will enjoy looking through her 'new lens.'" Colleen Barrett, president emeritus of Southwest Airlines

Focus on one chapter each week to increase your impact and results, and by looking through a new lens in three critical areas: • Show Up clarifies what you want others to understand about your leadership and where you can have the biggest impact. • Step Up focuses on uncovering blind spots, getting past roadblocks, and creating strategies to improve your effectiveness. • Step Out recognizes your power to build a strong network of support and to help others step up.

Don't miss this opportunity to get your free copy on March 25th and 26th, and forward this gift to others who could benefit from the tools and strategies in the book. If you get value from it, share your thoughts in a review.

Remember to download the free reader if don't have a Kindle. (http://amzn.to/19dHFW8)

Focus on What Gives You Energy – Donna Epps, Partner at Deloitte Financial Advisory Services LLP

As part of our Texas Women in Business sponsorship on WBAP/KLIF, we asked Donna Epps to share her insights.  Donna is a partner in the Deloitte Forensic practice of Deloitte Financial Advisory Services LLP, the national leader of the Anti-Fraud Consulting group, and Co-Leader of Deloitte’s Governance, Risk and Compliance practice.

When it comes to navigating a complex and dynamic business world, Donna understands the importance of focus and energy.  During her more than 26 years in public accounting and professional services, she has audited public and private companies, and has led examinations of regulatory compliance at the state and federal level for certain communications companies. She has worked with the management of multinational public companies in complex, multiyear restatements of financial statements. She has also provided merger and acquisition-related services, and dispute services, particularly in the areas of purchase price and other accounting-related disputes. Donna also assists clients in corporate investigations, with a focus on SEC and accounting-related matters.

In her current role, Donna focuses on helping companies develop and implement proactive enterprise risk and compliance programs. With a focus on value protection and creation, these programs incorporate strategic, operational, compliance and financial risk.

Donna shared her thoughts on success and the future of women in business. I hope these comments resonate with you as well.

Q. What has contributed to your successful career?

I have been lucky to have several mentors and sponsors throughout my career who have provided guidance and support. Throughout my various roles, these people have greatly contributed to any success I’ve had so far. Don’t underestimate the importance of having the right people in your corner to help you.

Q.  What advice would you give to women who are looking to make their mark in business? 

Women should focus on the things that give them energy and make them want to get to work every day.  Knowing that some of these areas may not play to her strengths, she should build her team to complement her skills and experience.  She should also consider working for organizations that will invest in her development, providing strong training programs throughout her career.  Finally, women need support, in their personal and professional environments, to bring the right balance as needed. This will help them maintain energy over time.

Q. How does the future look for women leaders?

The outlook for women in business is strong, with many current opportunities for women. Keep your focus, find energy every day and seek out firms that are invested in your future.

To learn more about how to give yourself an energy boost, read the chapter in my book Show Up. Step Up. Step Out. entitled How Well Do You Manage Your Energy available on Amazon.

Leave Your Fingerprints – Advice from Nancy Loewe, Senior Vice President and Chief Strategy Officer, Kimberly-Clark Corp.

Newberry Executive Solutions is sponsoring the Texas Women in Business segment, airing on WBAP/KLIF radio in Dallas, Texas.  I asked my colleague Nancy Loewe, Senior Vice President and Chief Strategy Officer for Kimberly-Clark Corp., to participate in the radio segment and she readily agreed.

Nancy leads the development and monitoring of the company's strategic plans and processes to enhance the company’s growth initiatives. In 2011, she joined Kimberly-Clark as treasurer from Frito-Lay North America where she served as chief financial officer. Nancy has more than 20 years of experience in global financial roles of increasing responsibility, including holding CFO positions at GE for consumer and industrial, plastics and healthcare before becoming corporate vice president of strategic transactions and cash.

Throughout her career, Nancy has lived in several countries and has focused on developing global talent across Europe, Asia and North America. Her strong finance, general management and strategy experience brings unique perspective to our businesses in developing new strategic priorities as we expand around the world. Clearly, Nancy has a very successful career and should be applauded for her what she has accomplished.

But just like everyone else, Nancy has had to work her way to the top. She shared some insights about her challenges as well as the future of women in business.

Q. Please tell us what you feel has contributed to your successful career?

A.   For me, the keys to success have been hard work, results and sponsorship – in that order.  I took on tough roles no one else wanted and then focused on demonstrating results within them. In some cases that meant going deep in a certain area or subject.  That ultimately led to sponsors, who I didn't even know were sponsors at the time, taking a chance on me.

Q. How did you overcome a particular challenge in your career?

A. As I changed companies, I didn't initially understand that the rules of the game had changed too.   In other words, I needed to figure out how decisions were made and who needed to be involved.  I had to observe how others got things done, and I learned the critical importance of alignment and relationships.

Q. In your opinion, how does the future look for women leaders in business?

A. The future looks fine.  There has been a generational shift in the workplace. Many men leaders may have had a mom or an aunt who worked, or sisters and wives who have careers, or even daughters already in the workplace. This raises the awareness and acceptance of women in business. It's not a coincidence that companies with more female senior leaders have better employee engagement, and companies with Boards with female directors have better financial results. Women bring valuable skills to the workplace.

Q. What advice would you give to women who are looking to make their mark in business?

A. Women I know who have made their mark always leave things better than how they found them. They're not afraid to push the envelope. So I say leave your fingerprints wherever you go. Be known for your unique skill set or the way you get things done.

Nancy offers some excellent words of wisdom. To build on her comments, check out the chapter in my book, Show Up. Step Up. Step Out., entitled Creating the Outcome You Want. It provides strategies that can help high performers with a drive for results to take it one step further.

Early Morning Habits of Successful People

There is one thing that distinguishes successful people. They get a lot done. And while we all have several balls in the air, these high performers seem to have exceptionally high output. So…how do they do it?

A recent article in Inc. Magazine shared several nuggets that you may find useful. As you might expect, how you start the day can set the tone for how much you accomplish. The most successful people begin by focusing on their top priority, and science gives us more insight into what works about this practice. A well-known psychology professor from Florida State University found that willpower is like a muscle that becomes tired when overused. So, mornings offer a fresh boost to the willpower muscle, enabling successful people to focus on their most critical goals first.

Take a look at the other early morning habits that successful people exhibit, and notice which ones you currently put into practice.

• Wake up early

• Exercise or meditate in the morning

• Work on a personal passion

• Spend quality time with family

• Network with friends and advocates

• Develop plans or strategies

• Catch up on current events

• Make a list of things for which they are grateful

How do you want to set yourself up for success each morning? Do your days currently begin with a mad dash or do you show up with purpose and a specific plan in mind?  This is so critical to success that I have dedicated a module to Getting the Right Work Done in the WOW! Women on the Way to Peak Performance ProgramSM (full and Lite versions).  Listen to the quick 30-minute audio to learn how to focus on the three critical areas where you can make the biggest business impact this year, and how to manage distractions.

To accelerate your results and impact, invest your time intentionally each morning. Consider implementing one or two of these habits I’ve listed and investing in the WOW! ProgramSM audio to make sure you’re applying the right tools for a more successful you.

Getting to the Top

Two momentous promotions recently occurred. Janet Yellen was promoted from Vice Chairman of the Board of Governors of the Federal Reserve System to the 15th Chairman of the Federal Reserve. And Mary Barra transitioned from Executive Vice President of Global Product Development, Purchasing and Supply Chain at General Motors to Chief Executive Officer of General Motors. Both promotions are a first, and realized after the women had spent 20+ years at their respective organizations. Is there a hidden nugget for you in these two events? Clearly, both women persevered and got results. But having a strong network, in addition to demonstrating results, matters just as much. Research from Catalyst shows that having sponsors, leaders with power and influence who give visibility to your strengths and push to get you opportunities, can make a huge difference.

What are you doing to build a powerful network of advocates?  When was the last time you took a hard look at your network and how you cultivate and leverage key relationships? If this is something you struggle with, you can find easy-to-implement strategies to develop and strengthen your network in my WOW! Women On the Way to Peak Performance Program℠.  Given the importance of this skill set, I have dedicated a complete module to Building a Network of Advocates –  to help you get results for the business and your career (this module is also included in WOW LiteSM).

I have no doubt that Mary and Janet developed strong networks within their companies, their industries and personal lives – and it has served them well. How do you want to put this into play for yourself this year?

Download my GIFT to you today: Show Up. Step Up. Step Out

In honor of Read Tuesday, get a FREE Kindle version of my new book: Show Up. Step Up. Step Out. Leadership Through a New Lens endorsed by Colleen Barrett, president emeritus of Southwest Airlines

 “I think Neena hit a home run with this book, and I hope you will enjoy looking through her ‘new lens.’”

From 20+ years of corporate experience, I noticed that people do not always see the opportunities in front of them, put what they know into play, or consistently focus on what really gets results.  This book will help you do just that.

In five short minutes, I’ll show you a new way to become a better leader. Then I’ll show you another one. And another one. That’s because each chapter of my book takes less than five minutes to read.  And each chapter identifies a proven strategy to help leaders – men and women – take their business results and careers to the next level.  Focus on one chapter each week to start accelerating your performance and results.

This book will help you look through a new lens at three critical areas:

• Show Up clarifies what you want others to understand about your leadership and where you can have the biggest impact.

• Step Up focuses on uncovering blind spots, getting past roadblocks, and creating strategies to improve your effectiveness.

• Step Out recognizes your power to build a strong network of support and to help others step up.

Start using this practical resource to accelerate your results and impact.

Download a copy, pay it forward by sharing this offer with others, and write a review. Remember to download the free reader if don’t have a Kindle. http://www.amazon.com/dp/B00H7HEFUA

Are You Ready to Be “On Your Way”?

Do you ever feel like you are “this far” from really achieving success in your career? Are you ready to close the gap and take it up a notch in 2014? Then consider investing in your professional development and growth with the WOW! Women On the Way to Peak Performance Program. This self-paced coaching program is designed to fit into your busy schedule and help you lead with more impact to get the results you want. We even have a facilitated version, if you’re looking for content for a leadership development program for women at your company.

The six coaching modules address these leadership challenges:

Misdirected Time & Effort

Limiting Beliefs & Fears

Risk of Burnout

Limited Network of Support

Narrow Sphere of Influence

Tastefully Tooting Your Own Horn

This proven leadership system will help you:

* Focus on what really drives results

* Gain traction on high priority goals

* Boost energy and productivity

* Increase credibility and visibility

* Build a network of powerful advocates

The WOW! Program includes six audio recordings full of rich content and valuable strategies that you can put into play immediately.   The easy-to-use workbook includes over 110 pages of practical exercises and information, and is designed to help you apply the content to your own situation.  We have even included audio transcripts to make it easy for you to reference the information most relevant to you.

As you reflect on your achievements this year – and your goals for 2014 – consider investing in yourself. http://newberrycoaching.com/shop/

What's Next? Where to Find the Clues

Sometimes we can be ready to make a career move, but may not know quite what we want it to look like. A simple exercise called the Career Timeline can take you from being stuck to getting the ball rolling. Through this exercise, you will mine your past experiences for guidance about what to do next. As you examine your career and life, you’ll gain more insight than you would from just outlining what you want on a blank sheet of paper. Use these four steps to get started.

1. Define the time frame for your timeline.

Begin by choosing a point in time to begin your one-page Career Timeline. Draw a horizontal line on a piece of paper and label the starting point at the left with the first year of the timeline. Remember that it can go back as far as you’d like (e.g., 5 years, 10 years, or can span your whole career) and will extend to the current year.

2. List each role or notable experience.

For each year on your timeline, list each role or notable experience in chronological order. Feel free to include significant personal or volunteer experiences, such as living overseas or serving on a nonprofit board. Depending on your work or volunteer history, you probably won’t have something to list for each year because some of your roles may have spanned several years.

3. Evaluate each experience.

For each role or experience on your timeline, ask yourself two questions:

• What did I take from this experience that I want to carry forward (i.e., would like to experience again)? Think about what you enjoyed about each situation. Maybe you’ll realize that while the work wasn’t that exciting in your first job, you loved the environment and laid-back colleagues. Or perhaps your fond memories of a specific volunteer experience will remind you how much you enjoy creativity and collaboration.

• What about this experience do I want to leave behind? Looking back at your last two jobs, you may realize that you cannot work with a boss you disrespect, or that you would willingly trade off some financial compensation to gain more stability in your work environment. Or you may realize that you never again want to be part of a disorganized group like the one you worked with on a fundraiser last year.

4. Look for themes.

Once you’ve answered the two questions above about each experience on your timeline, look for themes. What do you notice? Each person’s themes may not be at the same level of detail. For example, you may discover that you thrive in workplaces that afford you a high degree of independence, flexibility, and creativity. Or, perhaps, you gravitate toward roles that allow you to use your analytical skills to develop practical, business-driven solutions.

Sometimes it can help to talk through your timeline with someone you trust – a coach, friend, or family member. It may lead you to notice additional themes and gain further insight.

If you’re contemplating a change within or outside your current company, take the first step – go back in time. You might be surprised at what you learn about yourself and how much easier it will be to define your path forward. Remember, small steps lead to big results.

© 2013 Neena Newberry | All rights reserved.

Do You Have Executive Presence?

Everyone has his or her own ideas about what executive presence looks and sounds like. Regardless of what someone’s personal definition may be, let’s look at three areas that can affect whether others consider you to be executive material:

1. Strategic focus

I constantly hear senior leaders noticing the difference between people who think strategically and those who focus more on tactics. Your ability to consistently tie what you say and do to what matters to the business can help others see that you “get it” – that you understand the big picture and won’t get derailed by details. Ask yourself how often you intentionally make these connections for others.

2. Confidence

I’m sure you’ve come across people who can be very convincing even when they are way beyond their scope of expertise. Remember that it is often less about what they say and more about how they say it. Think about yourself for a minute. How often does your tone convey a strong sense of conviction, high energy, or confidence? How does your body language add to or detract from your message? Nuances like this can make a big difference.

3. Competence

Your ability to integrate your life experiences into your message can quickly help others understand what you bring to the table – and why it matters. Integrating short contextual phrases helps others understand your strengths and skills and their relevance to the business. Take this brief example: “I learned three key principles from my experience marketing global products and brands. One of those applies to this situation today.”

At the end of the day, you may believe that you are strategically focused, confident, and competent. But the question is whether others see you that way. So, this week I urge you to take one small step, whether it’s asking others for feedback or focusing on one of the three areas above. I have found that starting with tweaks to how and what you communicate can dramatically affect your executive presence. Remember, small steps can lead to big results.

© 2013 Neena Newberry | All rights reserved.

How Many of These Practices Have You Implemented?

I had an interesting conversation with someone who also frequently coaches high performing women leaders. We talked about the fact that there are several key areas that women often overlook but can lead to stronger performance regardless of gender. So, today I want to share three of the most critical levers:

• Being strategic in how you communicate and work

• Building visibility and credibility to ensure that others understand the value you bring and how to leverage your skills

• Building a network of advocates to engage the power and influence of key leaders who can help you get things done

To get a sense of how you are doing in the three areas, rate yourself on each of the following practices on a scale of 1-5. (1 = I rarely do this; 5 = I consistently do this).

Strategic Focus

1. I understand and clearly communicate how my decisions support the vision, key business strategies and priorities

2. I explain my recommendations in the context of the bigger picture so that others understand the “so what” of what I’m suggesting

3. I carve out time to reflect so I can maintain my focus on what matters most and be more intentional

4. I focus on the “Right Work” - what drives the biggest business results and makes the highest and best use of my unique skills

Credibility and Visibility

1. I clearly understand what differentiates me and how that translates into value for the company (i.e., the impact of my strengths)

2. I track how I am adding value (e.g., specific results, accomplishments, impact)

3. I share my accomplishments in a way that is relevant and useful to others

Powerful Network of Advocates

1. I invest time in building relationships, not just getting my work done

2. I foster genuine relationships with individuals who have power and influence

3. I make it easy for others to help me and my team by arming them with the information they need

4. I leverage the power of my network to get access to information, resources and influence that will help me and my team deliver stronger results

Hopefully, completing this self assessment has gotten your wheels turning. You may already successfully use many of these practices. If so, think about how you can take it up a notch and put them into play even more powerfully. If not, choose just one practice to start doing more consistently from this week forward. Remember that small steps can lead to big results.

© 2012 Neena Newberry | All rights reserved.

Four Key Levers to Manage Your Career and Get Results

As someone who has coached many high performing women, I was asked to participate on a panel discussion at the Kellogg Career Symposium to give women tips on how to manage their careers. Although I can’t do the topics full justice here, several are covered in my new self-paced coaching program, WOW! Women On the Way to Peak Performance ProgramSM.

1. Focus on the Right Work

Women often take on too much because they may have difficulty saying no, have a desire to prove that they can do it all, or get distracted by work that is less important. At the end of the day, it results in leaving the work that can have the biggest impact on the business and on their careers on the back burner.

So, to help you make more deliberate choices about where you direct your time and energy identify your “Big 3” - the three areas where you can drive business results and make the highest and best use of your talent and skills. Consider how you will really be measured and evaluated, beyond what the formal performance management process is to include what you actually see rewarded and recognized in the company.

2. Tastefully toot your own horn

Women struggle far more with self-promotion than men, so it comes as no surprise that I am asked to present on the topic of Tastefully Tooting Your Own Horn time and again. I consistently hear stories about women who are shocked to hear that others may view them as less effective than they view themselves. So, do these women truly have skill gaps or do they just need to make people more aware of their skills and how they add value/drive results?

Remember that others only see small windows into our accomplishments, so we have to create an authentic and powerful picture of who we are and how we make a difference. So, take the time to proactively and consistently share information in a way that’s relevant to you and your company – i.e., to provide “strategic snapshots.” You never know how others might benefit from your experiences.

3. Consistently focus on building a network of advocates

If you haven’t read it, take a look at this Harvard Business Review article: Why Men Get More Promotions than Women. It points out that although women are more likely than men to have mentors, men talk much more about being sponsored by their mentors. In other words, men typically choose mentors who have power and influence and those mentors advocate on their behalf by giving them exposure, visibility, and access in ways they wouldn’t otherwise get.

So, take a look at your network. Could any of your mentors also be sponsors or advocates? What one step can you take to strengthen your network of support?

4. Maximize the opportunities right in front of you

Finally, remember that every meeting, phone call, interaction is an opportunity to reinforce your brand, build your credibility, or bring a unique perspective. So, take one minute to clarify what you want to get out of the interaction before you walk into one of these situations. It can dramatically shift how you “show up.”

As you know, I am a firm believer that small steps lead to big results. So, choose one of these four areas to focus on this week and identify one action step you will take.

Three Keys to Peak Performance

Since I just completed my new self-paced coaching program, which is all about peak performance, I can’t get the topic off my mind. As you know there are several things that come into play when you want to really step up your game and take your performance to the next level. I have chosen three to get your wheels turning.

1. Focusing on the right work

Many of us get sidetracked by all the things we need to respond to each day – even when we know not all of it is critical or impactful. Keep in mind that 80% of your results come from 20% of your effort, so imagine what might be possible if you could consistently focus on what matters the most. I have a whole module dedicated to this topic in my self-paced coaching program and consistently spend time on this with every client, given its importance.

So, take a minute right now to identify the three areas where you can have the biggest impact in your role – what I like to call the “Big 3.” Having clarity about this will help you make more deliberate choices about how you invest your time and energy.

2. Managing your mindset

How you “show up” each day and respond to what’s happening around you can dramatically help or hinder your progress - and ultimately your results. This year, I will be collaborating with Dr. Paul Stoltz who is a global thought leader on resilience and works with leaders to respond to challenges and adversity in a way that elevates and sustains individual and team performance. His company has done over 25 years of research in this area and has documented the financial impact of implementing their tools and techniques. As you might suspect, it all begins with managing your mindset. If you haven’t seen Paul’s work, check out his latest book The Adversity Advantage.

3. Defining success

Finally, high performers are notorious for expecting a lot of themselves but not always recognizing what they’ve accomplished. Have you defined success for yourself so you’ll know when you’ve gotten “there?” Taking a few minutes to do this will help you notice your progress, more easily share it with key stakeholders, and celebrate your successes.

So, this week, I would encourage you to take one action step in one of the three areas above – whether it’s defining your Big 3, thinking about your mindset, or defining what success looks like for you over the next six months. Just remember that half the battle is just getting started. What small step will you take?

Tastefully Tooting Your Own Horn

Over the past three years, my most requested presentation has been Tastefully Tooting Your Own Horn. It may surprise you to know that individuals at all levels of organizations struggle with self-promotion. Many find self-promotion draining and difficult but absolutely essential - yes, a necessary evil.  I don’t like it any more than you do, but I learned how to do it over the years because I had to. At Deloitte, I worked on consulting projects all over the country, where the partners and directors who made decisions about my pay and promotion often had no direct visibility to my work. So, I had to find ways to talk about my results and accomplishments and arm others with that information – in a way that worked for me. Today, I help my clients do the same. To get you moving in the right direction, I want to share three common roadblocks to self-promotion and how to move past them.  

1. “My good work will speak for itself. I don’t have time for these games.”

I can’t tell you how often I hear this phrase. It’s usually from talented individuals who do great work but detest political games (i.e. affectionately called “the heads down” worker”).

If this sounds like you, recognize that most people are way too busy to notice all the ways you add value - even if they want to. I’m guessing that your boss has several direct reports, her own boss, and other key stakeholders who demand her time and attention. On top of that, she has her own goals to meet and distractions to manage. How much time does that really leave her to focus on you?

So, it’s up to YOU to make it happen – to take the initiative to give visibility to your work, to get recognized for your contributions and open up new possibilities for yourself. Your good work alone won’t get you there - and unfortunately you can’t win at a game that you won’t even play. Start by making a decision to get in the game.

2. “I don’t want to come across as obnoxious or full of myself.”

No one likes to listen to someone whose head can barely fit in the door. Yes, we’ve all met at least one of those people in our lives! The good news is that those negative experiences can give us clues about what NOT to do. So, if you don’t want to come across as arrogant, think about how you DO want to show up. To get started, come up with three words to describe the type of impression you’d like to leave about yourself when you are telling others about your accomplishments. If you have already defined your personal brand, use that as context as well.

Remember that having clarity about the imprint you want to leave on others will help you develop strategies that work for you.

3. “I’m bad at it. I just don’t know how to do it.”

You’re not alone if you feel ill equipped to tastefully toot your own horn. If you feel this way, think about how you can share information about your results and accomplishments in a way that is relevant and helpful to others.

I’ll give you two examples to think about. First, consider that someone else in the company may be faced with a challenge similar to what you just successfully overcame. By taking the time to share what you did and how you did it, you can help them tremendously.

Second, keep in mind that your boss has to make decisions about your performance, pay, and development (to ensure that you can continue to contribute to the company’s goals). Providing information to her on a regular basis will allow her to make those decisions easily, and will serve you and the company well. Remember that she will be held accountable for your results.

Finally, to give you more clues about how to tastefully self- promote, look for others around you who do it well. Simply notice what they do and say. You may find that you can adapt some of their strategies to fit your own style.

By recognizing what’s holding you back from self-promoting, you can determine how to move forward. Start by defining an action step you will take this week. Also, if you haven’t read it, take a look at Brag! The Art of Tooting Your Own Horn.

Making It Easier for Others to Help in Your Job Search

Nobody really enjoys job hunting – especially in this economy. It may require some soul searching to figure out what you want to do next and working on your resume can be quite an undertaking. We all know that is just the beginning. The good news is that we’ve all been there, and are generally willing to help others going through the process. But I have realized that people often overlook a crucial part of the process - how to make it easy for those who have graciously agreed to help. I offer my perspective as someone who has helped others with their job search, recruited for large companies, and coached individuals through career transition. I openly admit that these four strategies are simple but they can make a big difference in your level of success. So, here we go.

1. Think through the process from start to finish

The goal is to make the process as positive and efficient as possible for the person helping you. So before you dive in, ask yourself:

• What information will they need to know in order to help? How will I give it to them?

• What do I want to talk to them about and ask for help with? Be as specific as possible!

• How much time am I really asking for, between the initial conversation and the time they’ll spend taking action afterwards? How realistic is that?

• How can I help them take action quickly after a call/meeting with them, before other priorities take over?

2. Keep your message clear

Clearly and concisely state the type of role you really want. That doesn’t mean you have to pinpoint it down to the exact position, but please be able to describe the elements most important to you. No one wants to spend 20 minutes trying to draw it out of you...really. Make it brief but informative, and practice out loud a few times. This seems so obvious but many people don’t realize how they waste precious time here that could be spent strategizing about potential jobs or contacts.

The other thing I see is people who don’t want to “limit their options” out of fear that they won’t find a job at all. So, they start talking more about the roles they would be willing to accept than the job they really want – especially if they think that ideal job may be hard to find. The end result is a diluted message and the person on the receiving end is wondering if they really do know what they want. So, figuring out how to help them just became harder.

3. Have concise, compelling written materials to support the process

Resumes don’t typically include all the information a person needs to refer you to the right people. So, consider creating a one-page personal marketing summary with your career objectives, a brief description of your qualifications and accomplishments, a description of the organization or culture that would be a good fit and a list of the companies and industries you are interested in. This will set the stage for the conversation.

After the conversation, forward a standard email message that the person can use to refer you to others. It should include the basics - who you are, what you’re looking for, and the appropriate attachments. This will make it easier for you to control the content AND for someone to quickly take action after your conversation with them.

4. Don’t just thank them. Ask them how you can help them.

Never leave a conversation like this without offering to help the other person. Just asking how you can help will leave a positive impression, and convey that you are more than willing to reciprocate.

We all recognize that job hunting can feel harder than having a full-time job, but it can ultimately lead you to a role you really want. So, the easier you can make it for others to help, the greater your likelihood of success.

Executive Coaching – What’s All the Fuss About?

Executive coaching – what is it exactly, and why should you care? In this world of customization, think of coaching as a development solution tailored just for you. Today you can get personalized M&Ms, custom- made athletic shoes, and computers built to your specifications. So why not work with an executive coach who can help you design a targeted approach to achieve what’s important to YOU – whether that’s going for that next promotion, being a more effective leader, or getting more of what you want from your career? More and more companies are using coaching for high potentials and executives to help boost individual performance and productivity. So, it’s no wonder that this industry is experiencing explosive growth. Coaching may sound intriguing, but are you a good candidate for coaching? Well, here are a few questions to consider. Are you motivated to improve now? Do you have some idea of what you want to accomplish through coaching (e.g., building skills, working through a tough business situation, positioning yourself for the next level)? Are you willing to be honest and open about your strengths and development areas, and willing to hear feedback? Will you make time for coaching, and follow through on commitments? If you answered yes to many of these questions, coaching might be worth exploring.

Once you’ve determined that you are a good candidate for coaching, you need to choose a coach that “fits.” So how do you pick the right one? The AMA/Institute for Corporate Productivity Coaching Survey 2008 identified the five most common criteria by which coaches are selected:

• business experience (with 68% saying they use this criteria frequently or a great deal)

• recommendations from a trusted source (59%)

• interview with the prospective coach (54%)

• consulting experience (52%)

• validated client results (48%).

Interviewing a prospective coach to ensure that there’s a good match in terms of personality and expertise clearly has the strongest relationship to a successful coaching program. Although professional standards for the industry are becoming more established, anyone can hang out a shingle today and claim that they are a coach. So, be sure to ask about experience, formal training, and certifications.

So, what’s the bottom line? Partnering with an executive coach could be a powerful combination. Just remember that hiring a good coach isn’t enough. The other part of the equation is YOU – what you want to get out of it and how much you’re willing to put into it.