Hello SOTGC community,
Welcome to the “How to Define Yourself as a Leader” saga. During the next few months we’ll be listing out some key steps to take when starting down the path of professional development to get that promotion you want. Some of them are what I myself did, and some are tips from executive leaders, from many industries, that I interviewed. This saga will share the feedback I got and delve into how to apply them in your everyday work life.
Below is the previous post in this saga:
Today’s Topic: The Perception Your Peers Have of You Does Matter
When I started the process of getting a promotion, I decided I might as well do some research so I could turn it into a useful book some day. So I reached out to about 20 people from the CEO level through the Regional Business Manager and Talent Management Directors in several different industries and interviewed them. One topic that kept coming up was how important the perception your peers and leadership team has of you, and the role that will play in whether or not you get a promotion.
When I asked them to clarify “what a positive perception means to them” I got some interesting feedback. While we are human and will occasionally fall into the “negative/not helpful” perception, the goal is to remain in the left column as consistently as possible.
Positive Perception Negative/Not Helpful Perception
Person well known for their accolades but not always in the middle of the action The life of the party. The person who closes down the bar at every meeting
Well liked but wouldn’t win “person I want to sit next to at awards night because they’re so funny” Most popular or “class clown”
Intelligent and knowledgeable but also encourages others to participate and speak up Know-It-All
Gives credit to everyone who helped with a project or win Mr./Mrs. “I Did It All”
Encourages good discussion about a pertinent topic but doesn’t spread rumors Gossip – constantly is asking about and talking about others
If you’re curious about the perception your peers and leaders have of you, I would suggest requesting a 360 review from your manager and human resource director. If you’re in outside sales or hold a role where you work remotely and don’t constantly interact with your peers, then request a call with your mentor. Your mentor can tell you what you can improve on to enhance the current perception your company has of you.
Next Topic: 5 Words Your Leadership Team Should Describe You As