The Exclusive Career Coach

My guest this week is Cheryl Fields Tyler, CEO and Founder of Blue Beyond Consulting. We are talking about the challenges – and rewards – of having multiple generations in the workforce (Baby Boomers, Gen X, Millennials, Gen Z).

Cheryl tells about the key takeaways from her research – both for younger workers and those who lead them – including the skills you need to work in a multi-generational work environment, the differences and commonalities in workers’ needs and requirements, and how to leverage a range of strengths in a diverse workplace.

Cheryl has worked for more than 30 years in helping organizations build cultures where both the business and the people thrive. She has been featured in media including CNBC, BBC, Fast Company, and Forbes.

In 2020, Cheryl received the For All Leader Award from the Great Place to Work Institute, and under her leadership, Blue Beyond has been repeatedly recognized as one of the Best Small & Medium Workplaces by FORTUNE and as an Inc. 5000 company.

You can find Cheryl Fields Tyler at:

www.bluebeyondconsulting.com

linkedin.com/in/cherylfieldstyler

Want a copy of Cheryl’s research?

https://www.bluebeyondconsulting.com/winning-on-the-people-side-of-business/

Are you in the wrong job that chips away at you every day? The document and coaching programs offered by Exclusive Career Coaching will help you find a job that uses your zone of genius, recognizes your value, and pays you what you’re worth.

If you’re ready to take your job search to the next level by working with a highly experienced professional with a track record of client success, schedule a complimentary consult to learn more: 

https://calendly.com/lesaedwards/zoom-meetings2

I could have subtitled this episode “Beating Yourself Up for What Didn’t Get Done vs. Celebrating What Did Get Done.”

In other words, when you don’t do it all (and when do we), what do you make it mean?

I want to address this topic relative to three issues: Your job search, your work performance, and your life outside work.

Here’s a typical scenario: You decide to look for a new job. You tell yourself you are going to consistently devote 10 hours a week towards your efforts. You’re going to network, look on LinkedIn…all the things.

The next thing you know, a month has gone by and you’ve made little progress. Work or home life got in the way. You’re just too busy.

Maybe you actually did quite a bit towards your job search – but have no results to show for it.

You have two choices at this point: Give up or regroup. Your choice is largely determined by the story you tell yourself in this moment.

If you tell yourself:

“I don’t know what I’m doing.”

“No one wants to hire me.”

“I don’t deserve a new job anyway.”

You are going to make a very different decision than if you tell yourself:

“I am going to sit down today and map out a plan for my job search – and calendar it in.”

“I have found jobs before and I can do it again.”

“I let other things get in the way of my job search – but that is in the past.”

Here’s what I am recommending in that moment: Tell yourself the truth – but don’t beat yourself up. Don’t make excuses for what happened (or didn’t happen) – be compassionate and understanding towards yourself.

Next, I recommend that you write out what you HAVE done. Chances are, you have made some progress, so write it out and give yourself the credit due.

The next thing I want you to do is fill up a page with positive things you believe about yourself relative to the situation. For example, if you planned to lose 10 pounds over a three-month period and only lost three pounds, what do you know to be true about you?

-I have lost weight before, so I know I can do it again

-I DID lose three pounds

-I have started to kick my sugar addiction

-I’ve learned how to prepare healthier meals

-I’ve added a lot of plant-based foods in my diet

-I’ve started a walking program

You get the idea. Now you’re focusing on your progress rather than that seven-pound gap.

I also want to address the doing side of this situation, with seven suggestions to increase your chances for success going forward.

#1 – Map out a realistic plan

#2 – Calendar it in

#3 – Check in regularly on your progress (or lack of), and make any necessary changes

#4 – When you encounter an obstacle, find a solution (it’s only failure if you stop trying)

#5 – Get help if/when you feel you need it

#6 – Celebrate your success – and not just at the end

#7 – Adopt IT’s “Lessons Learned” approach

To summarize: When you fail to meet a goal for yourself, it’s important to be kind to yourself and objectively look at the goal and your progress toward it.

-Does the goal need to be revised? Do you need this goal at all? Is the problem with the goal itself, or the timeline you’ve set for that goal?

-What are you making this “failure” mean – and does that meaning support you?

-What do you need to think to increase your chances for success going forward?

-How else can you set yourself up for success going forward?

Are you in the wrong job that chips away at you every day? The document and coaching programs offered by Exclusive Career Coaching will help you find a job that uses your zone of genius, recognizes your value, and pays you what you’re worth.

If you’re ready to take your job search to the next level by working with a highly experienced professional with a track record of client success, schedule a complimentary consult to learn more: 

https://calendly.com/lesaedwards/zoom-meetings2

So, full disclosure: I wanted to do an episode on networking, covering it from a perspective I haven’t yet addressed. That’s not always easy when you’ve done more than 300 episodes!

I’ve done episodes on how to network throughout your career, but today I wanted to focus on networking as a major component of your job search strategy.

I ended up deciding to pull pieces from some other episodes I’ve done on networking while also adding fresh, new content. So here goes.

Why Should I Network?

-As many as 85% of jobs are gotten through networking, with 70% or more of all jobs being in the Hidden Job Market.

-Hiring managers like to hire people they know. In the absence of people the hiring managers personally know, they like to hire people who are known by people the hiring managers know, like, and trust. Many companies have a referral program for this very reason.

-When you are just applying online to the company’s website or via sites like LinkedIn, it is akin to being in a very crowded auditorium, trying to get the attention of the people on stage. It’s very difficult.

-When you have a conversation with a decision maker in the absence of a posted job, you are in competition with no one. This is where the real magic happens.

-Even when you have a world-class resume and superior LinkedIn profile like the ones I create for my clients, you are still not fully dimensional. That can only happen through personal interaction.

-Once you’ve established a relationship with someone who is in a position to hire you or advocate for you, your shortcomings as they relate to the job qualifications may become less significant.

Keep in mind that, as you network, you aren’t asking people for a job. You are asking for leads, referrals, suggestions – and hopefully, for them to make an introduction on your behalf.

Group Networking

If you are looking in your local area for an opportunity, an in-person networking event may be a great option for you. Keep in mind, however, that even if you are looking for positions in another city or state or a remote opportunity, the people you meet at a local networking event will have friends, colleagues, and family members in a wide range of roles as a wide range of companies – possibly even throughout the world.

My recommendation is to identify 2-3 potential group networking opportunities, then give each at least two tries before crossing them off your list.

Here are some suggestions:

-Chamber of Commerce

-Rotary, Kiwanis, and other service clubs

-Your place of worship

-Your university alumni association

-Meetup/Facebook events

-Events you attend on your own – if there are people there, you can network

-Professional association meetings (your own and others’)

-Educational/training event

-Causes you volunteer with/are on the board of

In addition, there are online networking events, especially since Covid. I belong to a group called Ellevate Women’s Network – do some googling and see what you can find that interests you.

How to Work the Event

This depends, of course, on the setup of the event, but I want to give you some tips and considerations.

-Set a goal. Depending on the overall size and composition of the group, decide ahead of time how many people you want to speak with. Alternatively, you may decide to network until you find someone who ____ (fill in the blank).

-The all-important first impression. Smile, give a strong handshake, make eye contact as you introduce yourself. Repeat the other person’s name as a way to help you remember it.

-First be interested, then interesting. So many people get hung up on what they are going to say. Instead, focus on getting the other person to talk. Come up with a couple of questions you can ask everyone you meet. For example:

           -What book that you’ve read has had the biggest impact on you?

           -Are you a dog or a cat person – and why?

           -What’s one thing on your bucket list?

The common thread here is that these aren’t questions everyone else is asking, and the person you are asking them of won’t have a canned answer for you. They will have to drop into the present and actually think about their answer! And you’ll learn something interesting about them.

-Position yourself strategically. If people are standing around, stay out of the corners of the room. A good place to stand is near the food or drink areas.

If you are attending a seated event such as a luncheon, choose a table that is already about ½ full – and where the people already at the table don’t seem to be in a private huddle. Don’t sit with people you already know.

Here are some lines you can try at the table to get the conversation going:

           -Who has attended the event before? (Then ask those who say “yes” what they have found most beneficial about it)

           -What is everyone reading right now?

           -Who has seen a really good movie lately?

One-on-One Networking

Most people only think of networking with the people they already know – what I call “low-hanging fruit.” Their approach sounds something like this:

           “I’m looking for a job. If you think of anything, let me know.”

In one ear and out the other. It isn’t that they don’t WANT to help you, it’s that you haven’t really given them a WAY to help you.

Identify 10-12 companies you want to work for – those that are an ideal fit with your skills, the culture you thrive in, your preferred geographic location, products/services you believe in, etc.

Then used LinkedIn’s Advanced Search function to find:

           -Someone you know who works there, or has worked there recently

           -Someone who is connected to the decision maker

           -Centers of Influence

How to Steer the Conversation

Networking, when done correctly, is an exchange among equals. You are giving as much value as you are receiving.

If the meeting is 30 minutes, spend the first 20-25 talking about the other person. What projects are they working on? What new challenges are they facing? What’s keeping them up at night?

At minimum, you are providing a listening ear. You might also be able to suggest strategies, tools, resources, vendors, or other things that will help them.

Then they are likely to say something like, “We’ve talked about me this whole time! What’s going on with you?”

You will have an ask prepared, based on your research of them on LinkedIn.

Here’s an example:

“I’m in the early stages of looking for my next opportunity, leveraging my success at COMPANY as YOUR ROLE. I saw on LinkedIn that you are connected to NAME and she’s someone I would love to speak with. Would you be willing to introduce me?”

Now you have given the other person a specific ask – something concrete they can do for you. They may not know that person well (or at all) and may suggest someone else they can introduce you to – and that’s okay.

How to Incorporate Networking into Your Job Search

-Just starting out: 25% of your time should be spent in networking-based activities

-Mid-career: 50%

-Senior-level and executive: 75% - 100%

-If you are a full-time job seeker: 30 hours per week on your job search

-Part-time job seeker: 5 hours per week on your job search

You can do the math.

If you are a high-achieving professional with the goal of landing in the C-suite, the Highly Promotable coaching program may be just the ticket! This 1:1 program is targeted to strategically leverage one of your strengths to become a signature strength — and move the needle on one of your developmental areas so it becomes a strength.

This is a four-figure investment in your professional future! If this sounds like just what you need, schedule a complimentary introductory call to determine if you are a fit for Highly Promotable:

https://calendly.com/lesaedwards/highly-promotable-introductory-call

This week we are talking about hybrid work – specifically, what it is, why it’s such a hot topic, and where it’s heading.

My guest this week is Wayne Turmel, Master Trainer and Coach with The Kevin Eikenberry Group. Wayne Turmel has been writing about how to develop communication and leadership skills for almost 30 years. He has taught and consulted at Fortune 500 companies and startups around the world. For the last 18 years, he’s focused on the growing need to communicate effectively in remote and virtual environments.

Wayne defines hybrid work strategy for us – what it is and what it most definitely is not – and how that definition has evolved since Covid. We get a peek into the future of hybrid work, as well as the generational implications of onsite, fully remote, and hybrid work preferences.

You can find Wayne on LinkedIn at https://www.linkedin.com/in/wayneturmel/

or at The Kevin Eikenberry Group.

You can grab a copy of 25 Tips for the Long-Distance Leader at kevineikenberrygroup.com/25tips.

Are you in the wrong job that chips away at you every day? The document and coaching programs offered by Exclusive Career Coaching will help you find a job that uses your zone of genius, recognizes your value, and pays you what you’re worth.

If you’re ready to take your job search to the next level by working with a highly experienced professional with a track record of client success, schedule a complimentary consult to learn more: 

https://calendly.com/lesaedwards/zoom-meetings2

To purchase a Power Hour and schedule your coaching session:

https://calendly.com/lesaedwards/power-hour

Some of my coaching friends and I call it “shoulding” all over yourself. Thinking that things “should” be a certain way.

In other words, we argue with reality – and you can never win that argument.

How does “shoulding” apply to your job? You might believe:

-My job SHOULD pay XXX.

-I SHOULD have more ___ in my job.

-I SHOULD have gotten a promotion and pay raise by now.

-I SHOULD have a better boss/coworkers.

-I SHOULD be more recognized for my contributions.

You get the idea.

Here’s the problem with “shoulding:” you are operating from a place that guarantees frustration, anger, helplessness…whatever the emotion, they are all negative.

Even “shoulds” that sound innocuous can bring about the wrong emotions:

-I SHOULD do a better job.

-I SHOULD like my job better.

-I SHOULD be more like ___(coworker).

-I SHOULD know how to do X.

Again – you get the idea.

How does “shoulding” play into this week’s topic of “It’s Not Your Job’s Job to Make You Happy?”

For one thing, the title indicates that you might think your job SHOULD provide you with happiness. Let’s talk about that.

Where is it written that your job should make you happy? Of course, we can talk about what we would prefer in a job or work environment, but really – what SHOULD our job do?

-Provide some form of compensation in return for some type and level of work.

-Provide you a safe work environment. (all that implies)

-For most full-time employees in the U.S., provide you with health insurance.

And that’s about it. And we all probably know of people that didn’t even receive those things.

So, really what I am saying here is to manage your expectations about what your job is supposed to do for you. For one thing, this puts you in a passive position with little to no control over your own happiness.

Here are seven specific suggestions for managing your expectations about your job, your employer, your boss, or your coworkers.

#1 – Manage your thoughts.

What are you thinking about your job? Your boss? That co-worker?

We know that our thoughts lead to how we feel. If we are thinking negative thoughts, we might feel sad, frustrated, hopeless…none of which serves us.

Start with awareness of the thoughts when they come up, then gently replace them with something less negative.

For example, “I hate this job!” can become “I like that I get to work from home.” Find something better to focus on.

#2 – Avoid comparisons.

If your friend or significant other loves, loves, loves their job…that has no bearing on your job and your experience. You may know of others at your company that love their jobs – no relevance to you. This kind of comparison does not serve you.

#3 – Stay proactive.

When you find yourself lamenting about a project you’ve been put on, a co-worker you have to partner with, or feedback you’ve gotten from your boss…what can you do to improve the situation? How can you contribute to the project in a way that feels good to you, how can you have a more positive experience with that co-worker, how can you make improvements based on the feedback from your boss?

Take positive action – you’ll feel better.

#4 – Deliver excellence regardless.

I encourage you to have this goal: That you can look yourself in the mirror at the end of each day and know you did your absolute best. Not to make your boss or someone else happy, but because of how it makes YOU feel.

Your absolute best isn’t a constant either – so give yourself some grace when your absolute best isn’t all that great.

#5 – Remain in your Sphere of Influence.

Stephen Covey talks about your Circle of Concern – those things over which you have no control – versus your Sphere of Influence – where you can affect change.

Living in your Circle of Concern produces helplessness, frustration, and negativity. Your Sphere of Influence allows you to get to work on the things that matter to you. That’s where you want to live.

#6 – Remember – it could ALWAYS be worse.

While I don’t want you to compare yourself to others who say they have the perfect job, I DO want you to realize that there are those who:

-Don’t have a job at all

-Have a job doing something you would hate to do

You get the idea. I used this strategy in my life at the worst time of my life. I won’t go into details, but at about the same time the crisis happened in my life, there was a much worse crisis that happened to a physician in Connecticut that wiped out his entire family.

He will never know what a touchstone he was for me – if he could handle his situation with the grace and positivity he did, then so could I.

#7 – Get your happiness elsewhere.

Ultimately, your happiness is an inside job, so look inward. Also – get clear on what happiness means to YOU – what will it take for you to be more happy, more often? Do you need time in nature on the weekends? Time with friends? Alone time? Do you need a run with your four-legged best friend?

When we release our jobs from being a source of happiness, we might actually find more happiness at work.

So here’s the bottom line: Quit “shoulding” all over yourself. Allow yourself not to expect things from your job, your boss, your coworkers — other than the basics of safely, compensation, and maybe some insurance — then be pleasantly surprised when something good happens.

Are you in the wrong job that chips away at you every day? The document and coaching programs offered by Exclusive Career Coaching will help you find a job that uses your zone of genius, recognizes your value, and pays you what you’re worth.

If you’re ready to take your job search to the next level by working with a highly experienced professional with a track record of client success, schedule a complimentary consult to learn more: 

https://calendly.com/lesaedwards/zoom-meetings2

My guest this week is Hannah Tackett, software design manager turned burnout coach, and we are talking about the success traps that lead to burnout. Hannah describes her personal journey with burnout, what burnout actually IS (and isn’t), and the signs you are on your way to burnout.

Having navigated her own career-halting burnout, she helps high-achieving women end the cycle of people-pleasing & perfectionism so they can experience success with energy, focus, and serenity.

I found the success traps that lead to burnout fascinating – and completely understandable. But Hannah doesn’t leave us hanging – she gives tips for heading off burnout and returning to balance.

You can find Hannah at: https://serenesuccess.net/

You can find Hannah’s Burnout Score Quiz at: https://serenesuccess.net/score

If you are a high-achieving professional with the goal of landing in the C-suite, the Highly Promotable coaching program may be just the ticket! This 1:1 program is targeted to strategically leverage one of your strengths to become a signature strength — and move the needle on one of your developmental areas so it becomes a strength.

This is a four-figure investment in your professional future! If this sounds like just what you need, schedule a complimentary introductory call to determine if you are a fit for Highly Promotable:

https://calendly.com/lesaedwards/highly-promotable-introductory-call

Want to schedule a Power Hour with me? Here's the link to sign up through September:

https://calendly.com/lesaedwards/power-hour

A buzz word I’m hearing and seeing a lot these days is “Growth Mindset.” I even mentioned in a recent episode.

Full disclosure: While I have an idea of what a Growth Mindset is, I didn’t really know until I did the research for this episode.

As I’ve said before, sometimes my topics come from what clients and prospective clients are asking me, sometimes from what I’m reading and hearing in the zeitgeist, and sometimes from my own knowledge gap.

Here’s a definition of a Growth Mindset:

“The belief that a person's abilities can be improved through effort, learning, and persistence. It's about how a person approaches challenges, processes failures, and adapts and evolves as a result. People with a growth mindset believe that their skills and intelligence can be developed, and that they can continue to learn and become more intelligent. They tend to be more willing to engage in deliberate practice and continuous learning and are more likely to seek out new opportunities for learning and skill acquisition.”

Stanford professor Carol Dweck first discussed the concept of growth mindset in her 2006 book Mindset: The New Psychology of Success, which was based on her study of students’ and children's attitudes towards failure. Some key elements of a growth mindset include: 

• Intelligence can be developed

People with a growth mindset believe that intelligence is not static but can be developed. 

• Embrace challenges

People with a growth mindset are willing to take on challenges and persist in the face of setbacks. 

• See effort as a path to mastery

People with a growth mindset understand that skill development requires effort and believe that their success depends on time and effort. 

• Learn from criticism

People with a growth mindset are open to learning from criticism and input from others. 

• Find inspiration in the success of others

People with a growth mindset can find inspiration in the success of others. 

On Sunbright Education’s website, I found this comparison of a Growth Mindset vs. a Fixed Mindset:

Believes that intelligence and talent can be improved VS

Believes that intelligence and talent are fixed

The Growth Mindset leads to embracing flaws and mistakes as opportunities for growth, accepting setbacks as part of the learning process, and feeling empowered to reach goals.

The Fixed Mindset leads to hiding flaws and mistakes, feeling ashamed about “failures,” giving up easily, and being unmotivated to strive for, or achieve, goals.

Here are some keyword comparisons:

Developed IQ vs. Innate IQ

Motivation vs. Resistance

Effort vs. Inertia

Acceptance vs. Guilt

Inspiration vs. Comparisons

Feedback vs. Criticism

There has been a lot of neuroscientific research into Growth Mindset, with studies showing differences in brain chemistry, improved academic performance, reduced burnout, fewer psychological issues, and others. What we’re really talking about here is neuroplasticity – which has been directly correlated to things like Alzheimer's disease and other cognitive disorders.

I’m pretty sure that most of my listeners have a Growth Mindset – after all, you’re listening to this podcast to grow professionally, aren’t you?

There may, however, be areas where you haven’t developed your Growth Mindset as well as in other areas. Here are some tips for practicing some Growth Mindset self-talk:

“This task is really hard because I’m still developing my problem-solving skills in this area” VS. “I’m finding this task hard because I’m stupid/I’m not naturally good at this sort of thing.”

“I’m not a “math person” – yet! I just need to keep working at it!” VS. “I’m not a math person. I’d like to be, but it’s just not one of my strengths.”

“When I struggle with something, it means I’m learning.” VS. “When I struggle with something, it means I’m a failure.”

“I didn’t do great, but I don’t have to get it perfect this time. I just need to grow my understanding step by step.” VS. “I didn’t do great, but I tried my best. What’s the point in trying again if I didn’t get it perfect this time?”

Here’s a mantra I say to myself whenever I’m tackling something new and difficult:

“This is hard, and I can do hard things.”

I have talked often on this podcast about Winning vs. Learning, rather than Winning vs. Losing. The only way you lose is if you stop trying.

How can we develop a Growth Mindset? Here are 10 strategies, according to the website futurelearn.com:

#1 – Identify your own current mindset (awareness)

#2 – Revisit areas in which you’ve already made improvements (self-efficacy)

#3 – Review the success of others (self-efficacy)

#4 – Seek feedback (openness)

#5 – Harness the power of “yet” (weaknesses aren’t fixed)

#6 – Learn something new (get out of your comfort zone)

#7 – Make mistakes (practice learning from them)

#8 – Be kind to yourself (self-talk)

#9 – Look at examples (study others)

#10 – Set realistic goals (challenge yourself, but don’t set yourself up for failure)

I thought I would leave you with some Growth Mindset quotes I like:

“There are no secrets to success. It is the result of preparation, hard work, and learning from failure.” Colin Powell

“Being challenged in life is inevitable, being defeated is optional.” Roger Crawford

“Great works are performed not by strength, but by perseverance.” Samuel Johnson

Are you in the wrong job that chips away at you every day? The document and coaching programs offered by Exclusive Career Coaching will help you find a job that uses your zone of genius, recognizes your value, and pays you what you’re worth.

If you’re ready to take your job search to the next level by working with a highly experienced professional with a track record of client success, schedule a complimentary consult to learn more: 

https://calendly.com/lesaedwards/zoom-meetings2

This week, I have a guest to talk about workplace health and wellbeing benefits. Heather Fuselier is a National Board-Certified Health and Wellness Coach, author, trainer, and employee wellbeing consultant.

We talk about the evolution of workplace health-related benefits and where they are now (this is really interesting!), how to ask about these types of benefits during a job interview (and who to direct your questions to), and how to take advantage of the right benefits for you once you’re on the job.

We have a lively discussion around what a comprehensive health and wellbeing benefits offering should look like – and what a company’s offerings say about them as a caring, inclusive employer (or not).

Heather is the author of Happy Healthy You: Breaking the Rules for a Well-Balanced Life. She has led the award-winning employee wellbeing efforts for the City of Tallahassee’s 3,000+ employees and has recently joined the team of virtual healthcare provider First Stop Health as a Senior Health Coach.

You can find Heather on LinkedIn: linkedin.com/in/heather-fuselier-board-certified-health-coach-1a40338/

Are you in the wrong job that chips away at you every day? The document and coaching programs offered by Exclusive Career Coaching will help you find a job that uses your zone of genius, recognizes your value, and pays you what you’re worth.

If you’re ready to take your job search to the next level by working with a highly experienced professional with a track record of client success, schedule a complimentary consult to learn more: 

https://calendly.com/lesaedwards/zoom-meetings2

There are two basic types of leadership: Positional and Influential. The first is a leadership role where it is in your job description to lead others; the second is leading by influence rather than by any type of formal authority to do so.

What exactly is influence? Merriam-Webster defines it as “the capacity to have an effect on the character, development, or behavior of someone or something, or the effect itself.”

Note that the definition of influence is neutral: your influence could be positive or negative. You could influence like Martin Luther King, JR….or like Charles Manson.

To be clear: You can be a positional leader who leads by positive influence…I highly recommend it. This way, you are building trust, motivation, and the loyalty of your team. Yes, they have to do what you tell them to do because you are their boss, but how much better for them to do it because they are loyal to you, the team, and the company?

What’s the definition of leadership? Cambridge Dictionary defines it like this: “The people in control of a group, country, or situation.” Notice how basic this definition is? 

MUCH has been written about the qualities and characteristics of a great leader…the types of leaders…etc. But leadership, as defined by Cambridge Dictionary, simply means whoever’s in charge of whatever.

Today, I want to talk about how to influence others when you don’t have the authority to do so. Why is this important? Here are six reasons:

#1 – You’ve been placed into a leadership role for a project where the other members of the team don’t report directly to you. While you will likely be asked to give feedback to each team member’s direct supervisor at some point, you aren’t their boss.

#2 – You want to be considered for your first leadership role. Being able to give examples of when you led by influence will significantly help your candidacy. You’ll also be sharpening your leadership skills along the way.

#3 – You’ve led before and want to do so on a larger scale. As with the previous example, being able to give an example of how you performed as an influential leader will help your chances for getting a positional leadership role.

#4 – You want to become a better version of yourself. Your efforts to inspire and motivate others will strengthen your best personality traits.

#5 – You want to get a better result. If you are part of a team that isn’t performing to its capacity, your ability to lead by influence might very well enhance your project’s outcome.

#6 – To build team cohesion. Building trust, gaining people’s buy in, and feeling like the team has each other’s backs is a great feeling – and a highly valued skill.

What are the characteristics of someone who is successful in leading by influence?

-Confidence. If you project confidence, your team will gain confidence in you. If you are jittery, panicky, and indecisive…your team will not likely have confidence in you and your decisions.

-Expertise. If you have a reputation as a thoughtful, nuanced, and critical thinker, people will hear you out when you propose a new idea.

-Emotional Intelligence. You listen to their needs, understand their point of view, and help them develop solutions to problems they bring up.

Here are nine strategies for leading with influence rather than authority. Some of these speak to actions you can take in your day-to-day work life, whereas others are specific to being on a group project or team where there is an opportunity to lead through influence.

#1 – Use your expertise. You don’t want to sound like a know-it-all, of course, but using your knowledge of your work function or industry can help you make powerful recommendations and requests. We’re not talking about bragging, but rather not being hesitant to mention an accomplishment, an award you recently received, or other skill or competency you possess. Learning how to self-promote without coming across as a know-it-all is a valuable skill.

#2 – Build relationships throughout your organization. Build genuine relationships by practicing active listening, showing empathy, and being approachable. Ideally, some of those relationships should be with others who lead through influence, so you can learn from them.

#3 – Create an open environment. By creating a transparent and open environment with communication flow and collaboration, you will be in a much better position to lead by influence.

#4 - Understand your audience. Get to know your team members, their motivations, backgrounds, and goals. Frame your interactions with them accordingly.

#5 – Expect resistance. No matter how well you navigate this process, there will be those who resist your attempts to lead by influence. Allow them the opportunity to air their grievances without becoming defensive.

#6 – Be a team player. Deliver on your promises, suggest great ideas, and know when to take a back seat so others can shine. Help your colleagues out by taking on extra work or staying late when needed.

#7 – Recognize other people’s work styles. Whenever possible, adapt to the work style of the group as a whole or certain individuals. You’re not trying to be someone you aren’t, you’re simply showing flexibility and an ability to read the room.

If you are working with an individual or group that prefers to brainstorm for quite a while before deciding on a course of action – do your best to accommodate that. If the individual or group tends towards decisiveness – do your best to accommodate that.

#8 – Simplify things. Utilize your verbal and written communication skills to succinctly express your project proposal or idea; busy people don’t have time to try to interpret a complex proposal.

#9 – Spread positivity. Regularly give recognition, maintain a positive outlook, and approach situations with a growth mindset. People will gravitate towards you – and want to work with you.

Here’s my bottom line for you today: DO NOT wait until you’re in a leadership position to exercise your leadership skills…you may never get the opportunity. Rather, look for strategic opportunities to lead by influence, and be sure to keep track of those situations as you update your resume and LI profile.

One more excellent tip: As you have these opportunities and experience success around leading by influence, ask those who had a front-row seat to write you a recommendation about that experience for your LI profile. This is so powerful: rather than just you saying you were a tremendous success, a third-party expert is extolling your strengths.

If you are a high-achieving professional with the goal of landing in the C-suite, the Highly Promotable coaching program may be just the ticket! This 1:1 program is targeted to strategically leverage one of your strengths to become a signature strength — and move the needle on one of your developmental areas so it becomes a strength.

This is a four-figure investment in your professional future! If this sounds like just what you need, schedule a complimentary introductory call to determine if you are a fit for Highly Promotable:

https://calendly.com/lesaedwards/highly-promotable-introductory-call

I touched on all aspects of the job interview as an internal candidate in episode #202:

https://exclusivecareercoaching.com/posts/2021-11-10-202-how-to-prepare-for-the-interview-as-an-internal-candidate

In that episode, I spoke briefly about how to approach your questions for the interviewer – today I want to dive more deeply into this.

1.    You CANNOT be canned or generic.

One of the things I work with my interview coaching clients on is how to develop well-thought-out, unique questions that are based on your research of the company. Taking your questioning to the next level by asking specific questions that are not plug and play – meaning you won’t be asking these same questions in your next interview with a different company.

This is essential when you are an internal candidate. “Tell me about a typical day on the job” never really cuts it – but especially in this situation.

I have to say – I looked up what was online when I was preparing for this episode, and what I found was exclusively the generic, interchangeable stuff that is no different from the drivel being suggested for external candidates. I boldly say: Listen to ME on this one.

2.    Approach your questions from the perspective of “What do I ACTUALLY need to know to evaluate this opportunity?”

Assuming you aren’t in a desperate situation, such as your position is being eliminated and it’s either this role or the highway, you should be interviewing them just as much as they are interviewing you.

So many candidates develop questions they think will impress the interviewer – or they see this phase of the interview as a box to be checked, rather than a critical part of the process.

Of course, this point applies to external candidates, as well – but I felt it needed to be said.

3.    Start your questions with what you DO know.

Here’s an example:

“I’m very knowledgeable about our company’s customer service expectations and how we adhere to them in my current department, which works with external clients. How have you operationalized those expectations with your customer base, which is entirely internal?”

Here’s another example:

“I understand from speaking with some of the members of your team that a priority for your department is X. I think I have a pretty good idea of what my role in X would be, but could you fill in some details for me?”

4.    Ask follow-up questions, when appropriate, that continue to show your knowledge of the organization.

The more you speak to the interviewer as the internal candidate you are, the more they see you in their role.

Not every question will warrant follow-up, so use good judgment here.

Here are follow-up questions based on my previous initial questions:

“That makes complete sense that you have adapted the company’s policy of response time to make it even quicker for internal stakeholders to get a response from you! How do you measure success on this policy and how have you gotten your team onboard?”

“As I understand it, my role with X initially will be [rephrase what they said]. Do you see me becoming more involved with X after my first 90 days on the job?”

5.    Leverage transferability whenever possible.

Another tremendous tool at your fingertips as an internal candidate is showing the relevance of what you have done, and are doing, in your current role to the role you’re interviewing for.

This further positions you as an internal candidate who can get up to speed more quickly – and it will make you sound more intelligent.

Example:

Let’s say the interviewer asks, “Tell me about a situation when you had to help motivate a team you weren’t the leader of.”

Your answer:

“As you know, every department in the company has had a role to play in Project Z – and in our department, I was part of a team that was developing an application to help employees do ___. Our team was really struggling with ___, but instead of powering through, I sensed that the team was getting discouraged.”

Go on to tell the Actions, Results, and Lessons Learned for that behavioral answer.

In summary, the bar is higher when you are an internal candidate, in that your level of questioning HAS to be elevated – you don’t have an option to phone it in with generic questions. Do your homework and bring your A game.

Are you in the wrong job that chips away at you every day? The document and coaching programs offered by Exclusive Career Coaching will help you find a job that uses your zone of genius, recognizes your value, and pays you what you’re worth.

If you’re ready to take your job search to the next level by working with a highly experienced professional with a track record of client success, schedule a complimentary consult to learn more: 

https://calendly.com/lesaedwards/zoom-meetings2