Tag Archives: professional development

Ten Things Your Boss Should Be Saying to You

September 7, 2012

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In my last post, I talked about the ten things you should be saying to your boss. Now it's time to  look at the other side and share ten things that your boss should be saying to you.

  1. "What do you think?" Your boss should value your opinion and contributions and frequently ask for your input. He/she should understand your unique perspective and solicit it often. This isn't done just to make you feel better, but because teams function a lot more smoothly when everyone feels like they're contributions matter.
  2. "I'm sorry." Just because you're the boss doesn't mean you're without fault. Be honest. Be transparent. We all make mistakes (well, I assume we do – I sure as hell have). Your boss should be self-aware enough to know when they're at fault and why. And guess what? If you're the boss and someone on your team messes up, your first inclination to should be to look internally – it's your team. You're responsible for their success and their failures. If they mess up, is it because you didn't provide enough direction? Because you forgot to pass along a key bit of information? Because you didn't read an email they sent to you? Own up to it. Apologize and move on.
  3. "Are you having fun?" My very first boss at Booz Allen made this a habit to ask this question of everyone on her team at least once a month. While she was always focused on meeting our deadlines and staying under budget (she was a PMP, after all), she also realized that there was often more than one way to do that. She made sure that everyone was also enjoying their work because she understood that more (and better) work got done if people were having fun doing it.
  4. "How can I help you?" Despite what your job description and place on the org chart may say, you aren't employed to simply ensure your boss's success. It's a mutual relationship. One of your boss's most important jobs is to ensure your success as well. One of the first things I told my account supervisors when I took my current job was that I wouldn't be successful unless they were successful. Just like you should be proactively asking your boss what you can do to help, he/she should be asking you the same thing.
  5. "Go ahead – I got your back." Sometimes, the best thing your boss can do is to give you the top cover to take a risk. To do something innovative. To challenge the status quo. One of the reasons I really enjoyed working at my last job was because my leadership always encouraged me to push the envelope and empowered me to do what I thought needed to be done. Even when they didn't agree me every step of the way. My boss once told me, "I don't really get what you're doing, but you seem to be passionate about it and I trust you know what you're doing so go for it." And if I stirred up a political battle or wrote a controversial blog post, my bosses were right there behind me to step in and negotiate those difficult conversations. Employees need to know that their boss is behind them 100% and will go to bat for them whenever, wherever, and with whomever is needed. Employees with this freedom and encouragement can do amazing things.
  6. "Here's what's going on…" One of the most common complaints in pretty much of every organization that I've worked with has been internal communications. The C-suite gets frustrated when they tell their senior leadership teams something and it doesn't cascade down through the organization. Middle managers get inundated with messaging and don't have the time, or the incentive, to take time away from their projects and budgets to share anything with their teams. Operations staff feel like their just cogs in the machine because they have no idea where the company is going. Junior employees get frustrated because they don't see a path forward for their career. A good boss will take the time to sit down with his/her team and pass along the information they receive that their teams may not be privy too – either because they're not on the same distro lists or in the same meetings. Your boss should be filling in those details for you and letting you know where you fit into the bigger picture.
  7. "This isn't going to work for me. Here's why…" Being able to provide candid, timely feedback is a lost art among many managers. They try to sugarcoat their feedback or they avoid the confrontation altogether and fix everything themselves. If I create something that totally misses the mark, I want my boss to take the time to tell me that, help me understand what I did wrong, and how I can do it better next time. If your boss doesn't give you that feedback, how can they expect you to do it any differently or any better the next time?
  8. "You did a great job." As a manager, it's easy to get caught up in the day-to-day deadlines, budgets, and client demands. You become so focused on what needs to get done that you forget to share positive feedback as well. Your boss's feedback should always include a mix of positive and constructive feedback – while it's certainly important for you to clearly understand your mistakes (see #7 above), it's also important that you understand what you did well and why.
  9. "Here's what I'm looking for." I used to work for someone who was notorious for giving very cryptic direction on new projects. In some cases, she wanted you to follow her direction to a tee – your role was to simply regurgitate her exact words into a PowerPoint slide. In other cases though, doing exactly that would only cause her to throw out everything you did because you took her too literally. You can imagine how confusing this was to her team as they were constantly guessing what she was really looking for. Your boss should be able to clearly articulate exactly what he/she wants you to do…even if sometimes, that means, "I don't know what the right answer is – see what you can find out and bring me a recommendation."
  10. "It can wait until later." Have you ever worked in an environment when everyone is seemingly "putting out a fire" or "handling another fire drill?" No one likes working in that kind of job. Guess what? Not everything is a fire. Not everything needs to be done ASAP. Make sure your boss is helping you prioritize what needs to be done today and what is truly important. If you don't need that report until next week, make sure you're telling your team that so they don't spend 10 hours at the office on something that you aren't even going to look at until next week. I don't think bosses realize how stressful an environment they create for their teams when they make it seem like everything is a priority all the time.

How many of these are you hearing from your manager on a regular basis? If you have a good manager, what other things are they saying to you that you appreciate? If you're a boss, are you saying these things? Why or why not?

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Ten Things You Should Be Saying to Your Boss

August 21, 2012

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One of the questions that my team members and potential employees have asked me a lot over the last few years is "what are you looking for in an ideal employee?" We just finished a performance review cycle here where I worked with a few members of my team on their development plans for the next year. I've also been spending some time identifying and interviewing potential new team members and holding regular mentoring meetings with the members of my team. This is all on top of leading the annual performance review process for more than 600 people while I was still with Booz Allen. Over the course of all those interviews and development discussions, I found that I've repeated a lot of things.

Here are ten of those things that I've said repeatedly over the last few years that I think any employee should be regularly saying to their boss. 

  1. "How am I doing? How did I do?" Ask for feedback early and often. It shows that you want to improve and that you want to know how to do things better. After every presentation you give, report you complete, article you write, etc. make sure you ask your manager if he/she has any feedback for you. And don't let them get away with just telling you that "you did a good job." Ask them specifically what you could have done better. Seek the negative AND the positive feedback.
  2. "Don't worry about it – I got it." One of the things that all managers love is to be able to cross something completely off of their to-do list because they know that someone they trust is taking care of everything – from beginning to end. From doing the actual work to keeping the right people informed, the ability to take something entirely off your manager's plate and do it well is something that will be much appreciated. It will also give you some great experience in showing him/her that you've got what it takes to move up to the next level as well. 
  3. "I just read/watched/heard…and it got me thinking that…" Learn how to look at everything you read/watch/listen to from a work/client perspective. I want people who are constantly on the lookout for newer, better, more efficient ways to do things and who can apply them to their current work. You should be bringing new ideas to your boss at least as often as he/she is bringing them to you.
  4. "You know how we've been doing X? Why do we do it that way?" Question the status quo. Don't just accept things because "that's the way they are." If you're curious about some process or rule or regulation, ask for the background on it. You'll be surprised to discover how many things we do for no other reason than that's the way it's always been done and no one ever bothered to ask.
  5. "I don't think that's the best way to do that. How about we do it this way instead?" Please, don't be a yes-man/woman. Disagree with me. Don't just assume that what I say goes. Sometimes, I have no idea and am just throwing ideas out there and want some honest feedback on them. When I was first given a team, the first person I approached was a good friend of mine whom I knew would be candid with me and tell me when I was wrong. I knew that she'd tell me about an awful idea long before it made its way to the client.
  6. "Here's what I'd recommend and why." If I've asked you to work on something, don't just send me your research. I want to know your thoughts on it too. You're the one closest to the research. Give me your recommendation and your rationale for it. It shows me that you can think critically and that you can back up your assertions.
  7. "Here's what I learned and how I'll do it better next time." Learn how to be your own worst critic. One of the best things you can do is become self-aware. Know where you're strong, know where you're weak, and know where you can improve.
  8. "You gotta see/read/listen to this – I know you'll love this." It doesn't always have to be about work. Don't be afraid to send your boss the latest meme if you think he/she will enjoy it. I like to know my team's interests outside of work, and I want them to want to get to know mine as well.
  9. "Do you know who I can talk with to understand this better?" If you're struggling with something, I will NOT think of less of you if you ask how you can get smarter on the topic. I'll be impressed that you were self-aware enough to know what you don't know and confident enough to ask about it. I may not know the answer either, but I'll be sure to help put you in touch with someone who will.
  10. "What can I do to help? Be proactive. Don't wait for other people to task you with something. Ask if you can help with something. Or better yet, refer to numbers 3 and 4 above.  

Now don't get the wrong idea here – while you may have thought this post was targeted toward more junior employees, these are all things that I try to regularly talk with my boss about as well. These aren't just for entry level or mid-level employees – at no point should you feel that you're too old or too high on the org chart to ask for feedback or to challenge the status quo. If you're a manager now, start asking your employees to think about these things. Likewise, look internally and ask yourself if you've been been doing the same with your boss.

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Seven REAL Ways You Can Use Social Media to Find Your Next Job

May 27, 2012

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I read this post yesterday that included an infographic from Online Colleges discussing some of the ways in which you can use social media to find your next job or internship. It even included five tips to help you "stand out from the crowd." Unfortunately, rather than highlighting some of ways in which people have used Pinterest to land their next job or created a resume using a QR code, or creating an interactive video resume, they instead recommend the exact opposite. Recommendations like "be your most professional you," and "treat your profile like your resume," make you blend in with, not stand apart from, the crowd.

The infographic is right about one thing though – social media does give you an opportunity to stand apart from the crowd. But you're not going to do that by treating your profile like your resume, being professional, and keeping your accounts updated. Stop looking at social media from a place of fear ("oh my god, my Facebook profile has pictures of me drinking a beer!!!  Ahhhhhhhhh!") and start looking at it from a place of opportunity ("other applicants may have more experience, but how many can actually showcase their entire philosophy and beliefs to the interviewer before ever actually stepping foot in the interview room?"). 

Social media opens up all kinds of doors for today's job-seekers – 

  • You don't have to rely on the formulaic resume and cover letter
  • You no longer have to post your resume and pray that someone sees it
  • You don't ever have to talk to that "to whom it may concern" guy again
  • The company's resumes@companyname.com email isn't your only point of entry

So if you're truly interested in using social media open these doors and land that next job or internship, try these seven tactics:

  1. Be present. If you send someone your resume, one of the first things they're going to do is Google you. Be aware of what they will find. Yes, like most people will tell you, having that local police blotter article about your DUI five years ago show up on the first page is bad, but so is not having ANYTHING show up. If you're allegedly a PR professional, and I can't find a single thing about you beyond your high school team softball photo, your resume better be damn impressive because that's all you're giving me to go on. 
  2. Make sure your online presence is reflective of the type of job you want. Are you trying to be an accountant? A designer? A PR specialist? A management consultant? As you might imagine, these positions require very different skills and personalities. I would expect that the online profile of someone trying to get hired by an advertising agency to be VERY different from the profile of someone trying to get hired by a government consulting firm. Blanket statements like "be your most professional you" are meaningless because they mean such different things to different people. "Professional" to a government consultant is probably going to come across as dry and boring to me.
  3. Be You. The best personal brand is the one that best reflects who you actually are, not some contrived image that you want people to think you are. It's going to be much better for the both of us if we're open and honest about who we are and what we're looking for. If I bring you in for an interview based in large part on your super creative Pinterest-based resume, I'm going to expect a super creative person in the interview, not to hear that you hired someone to create that resume for you and you don't actually know how to do that. 
  4. Talk about what you do and who you are. The easiest and most effective thing you can do. Are you a PR specialist? Then start a blog and talk about your approach to public relations. Get on Twitter and share your thoughts on the latest PR crisis. Share links to PR articles you're reading on Facebook. This isn't rocket science. If you're a graphic designer, talk about the latest trends in graphic design. Share your opinion on who's doing it right. Don't tell me that you do something, show me your thoughts and beliefs and what sets you apart from the hundreds of other people who claim to do that as well.
  5. Talk with people in the industry you're trying to get into. Want a job in government public affairs? Get on GovLoop and start commenting on people's blogs. Want a job in public relations? Participate in the PRSA LinkedIn group. Want a job in sports? Get the #sportsprchat on your calendar. Be a part of the conversation. 
  6. Talk to the person/organization you're trying to work for. The old advice was to research the company that you're applying to so that you know what work they do, who their clients are, etc. That advice still applies, but that's literally the bare minimum you can do. Be prepared to do more than some simple secondary research and instead look to see who from that company is on Twitter and start following them. Connect with them on LinkedIn. Comment on their blogs. And for the love of God, talk with them about something OTHER than the fact that you want a job. You wouldn't walk up to them in real life and hand them your resume before even introducing yourself would you? Then don't do it online either. Tell them how much you liked their last blog post. Answer a question they asked on Twitter. Give them your thoughts on that last link they shared on LinkedIn – just do something other than say "hey are you guys hiring? Check out my resume!"
  7. Start early. I don't want to see that you started your Pinterest, Facebook, Twitter, and YouTube channels all on the same day two weeks ago and now you're applying for a job with me. Start building up your online presence before you start looking for a job. I don't want to hire someone who is just going through the motions – I want to hire someone who understands that their use of social media is about a hell of a lot more than just finding a job. It's about becoming a better professional, demonstrating that you're a lifelong learner, and explaining who you are rather than just what you did.

What other tactics would you add? How have you used social media to get a job or internship? 

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Establishing a Vision and Then Getting Your Team to Buy Into It

March 23, 2012

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As I wrap up my first week in Chicago, I've fully realized the advantage of working with the same people for years – they knew exactly how I thought about PR, social media, communications, and branding. They knew what I looked for in their work, what questions I would ask, what points I wanted them to make. Over the years, they had heard me say the same things so many times that they had all bought into the same approach to our work. This wasn't because it was mandated  or because I beat it into them (I don't have, what you might call an intimidating presence), but because we were worked together to form these axioms and bought into them collectively. 

The "Follow Me" statue in Infantry Hall at Fort Benning, GA

This past week however, has been a bit of a trip back in time for me as I again have to not only share my unique approach to our work, but also get my co-workers to see the value in the way I do things and buy into that approach. This is one of the differences between management and leadership. Can I get my new team to buy into my approach not because they have to (they don't) or because they'll get fired if they don't (they won't), but because they believe it's the right way? 

That's one of the big things I'll be working on over these next few months. So what are those things? Here are a few of the things my old team probably heard me say a million times:

  • Ten actions that will define how you look at PR – Too many PR practitioners have become so focused on the message that they have totally forgotten the relations part of public relations. Let's not fall into the same trap.
  • It's not about the technology, it's what the technology enables – Something I've said ever since I started using social media. All the bells and whistles and new features are great, but don't get distracted by the latest tools. Stay focused on our clients' goals and objectives and if the latest tech will help achieve that, then great. But don't try to use Pinterest, Highlight, Path, and Google+ just because you saw some social media nerds saying it's the "next Facebook!" Use them if and when they can help your clients achieve their communications goals.
  • Be you and be you all the time – Don't try to act/dress/talk like someone else just because you think that's what you need to do to get promoted  or to be accepted. Know your strengths, know your weaknesses and be confident in your unique abilities.
  • Don't be afraid to take risks – If it's been more than a few months before someone had to pull you back from an idea or you got scolded for pushing the envelope a little too much, you're probably not doing your job as well as you could. Don't be afraid to take calculated risks, but don't be reckless. Have a rationale for your decisions and try new things. I'll trust you and provide you with the top cover to take those risks. 
  • Don't become a social media ninja – use social media to become a better… – Social media technology offers tremendous tools for PR pros, and yes, I think we all need to be aware of their impact on our industry. However, I have no desire to create a team of gurus and ninjas. Instead, I want my team to understand how to best incorporate social media into their PR strategies and tactics. Social isn't the be-all, end-all of communication.
  • Don't forget that you're a human being so remember to talk like one – The Cluetrain Manifesto said it best – "In just a few more years, the current homogenized "voice" of business—the sound of mission statements and brochures—will seem as contrived and artificial as the language of the 18th century French court." Remember that your goal is to develop and strengthen relationships with actual people, not just to sell something to a faceless, nameless customer.
  • Let's not look for "established best practices" for our clients – let's create the practices other people call best practices – You should absolutely continue to research what other companies and agencies have done or are doing. See what you can learn from their successes and failures, but don't identify a best practice and then try to replicate it. Use these best practices and lessons learned as source materials and then come up with your own idea, an idea that no one's ever thought of before. Sure, maybe 90% of your ideas will end up on the cutting room floor, but that one idea that makes it will be ten times better than if you had taken the easy route and followed the best practices laid out in the PR person's handbook. 
  • Be a trusted adviser – Your relationship with your client should be a partnership, not a dictatorship. Learn how to do more than just do what your client says. Build your relationship with them so that you can be candid (both positively and negatively) with each other.
  • Nothing is more important than your people – If you need something, I will get it for you. If you're interested in something, I'll do my best to give you those opportunities. If you ask me a question, I'll get you an answer. If you send me an email, I'll reply as fast I can.

I'm sure there are many more that I've forgotten here (if you've worked with me before, what else would you add?), and many more that I'll learn along the way. I'm excited to find out how these views fit into the culture here, and how they might adapt over time.  Until then, I guess it's time to go annoy a whole new group of co-workers with my little sayings 🙂

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