Authentic self promotion
AUTHENTIC SELF PROMOTION will take your high potential women through compelling data on why self-promotion is critical to their career success and work with them to distinguish true, authentic self promotion from plain old bragging. The course then teaches practical techniques for implementation of a personal self promotion strategy based on research across multiple institutional and workplace communities as well as aggregate executive experience and anecdotal insight. The course format encourages a high level of practice and interaction and also demonstrates what works and what doesn’t using video, case studies and exercise techniques. The course focuses on internal self promotion- making sure the employee’s direct manager and the broader influencers on her career know her accomplishments. It also addresses other practical matters in self-promotion like, for example, handling difficult meetings when she can’t get her ideas across or she is not getting credit for her work or ideas. The goal is to gain access to the tools required to create a support base that includes her direct manager but also other influential people in the organization who come to have multiple data points at their fingertips related to her success. This group of supporters will then offer a high performing employee who is an effective and authentic self promoter more opportunities to spearhead projects, take on new customers/partners, work on cross-functional teams etc. that then give her multiple opportunities to shine until the next level becomes within reach.
The Course consists of four parts:
- 3 hour course in a classroom setting
- One on one follow up
- Complementary management briefing for supervisors of attendees and other relevant management team members
- 1.5 hour follow up session with attendees 4-6 weeks post training
For more information on Training courses please call 347-668-9571 or email email@example.com
The Benefit of Authentic Self Promotion for Companies:
For any business that counts recruiting and retaining top talent as a strategic priority, a reputation as an organization that invests in cultivating female executives will assist in securing a steady stream of top female talent. Investment in programs that support the specific needs of high potential women will also serve as an effective retention tool for high performers and can serve as a motivator to drive better performance from the existing female talent pool. These elements then begin to provide the scaffolding around the pipeline of women executives necessary to ensure that there is promotion from within the company to the most senior levels of the organization, which in turn serves to inspire other women within the company.
There are many companies, however, that have invested in programs for women and still recent press reports that the percentage of women in the executive suites of Fortune 500 companies over the past 5 years has not increased and remains in the single digits despite a strong pipeline of women graduating from college. So what is the problem? Catalyst Inc, the leading research firm on women and business, led a study that tracked 3,000 MBA candidates for 8 years post MBA. (The Myth of the Ideal Worker 2011Catalyst) What they found, was that the nine general strategies employed by high performers at work to progress in their careers (e.g. raise your hand for difficult assignments, blur the line between personal life and work life etc.) did not produce the results for women that they did for men in terms of career promotion or compensation. Even when all other factors are equal women not only lag behind men in promotion and compensation but also in career satisfaction. In fact, only those women who learned to “Make their achievements visible” through self-promotion and “Gain access to powerful others within the firm” (two of the nine strategies used by high performers) were able to begin to close the gap between themselves and their male counterparts. No other strategy made any difference.
The problem of women not proactively promoting their success proves costly to companies not only in terms of employee dissatisfaction and turnover but in addition, it manifests itself in the form of suboptimal promotion decisions on the part of management. Management is naturally biased to promote those candidates who are more adept at promoting themselves and their accomplishments. In some cases these candidates have even taken credit for successes that may have been a team effort. The resulting promotion may have the effect of promoting someone who was not capable or ready for the position. It may also alienate those around that recently promoted person, whether passed over themselves or not, who know that he/she is not the best person for the job.
Training women to be more effective at making their achievements known then, can provide companies with multiple benefits:
- The management team can achieve a level of visibility into the strengths and challenges of all employees and be a better judge of talent if everyone has the ability to effectively share their successes.
- The right people get promoted and compensated appropriately more often than in the past.
- Promotion of the right individuals, combined with the feeling of control over your future that being more adept at self promotion provides female employees, translates into overall satisfaction and motivation for all female employees.
What is Self-Promotion?
- Self-promotion, or making your successes known, includes wide range of activities but the basic four activities are as follows: (I use the Catalyst definition)
- Ensuring on a regular basis that your manager knows what you have accomplished
- Proactively seeking feedback
- Ensuring you receive credit when appropriate for work or ideas that are yours
- Preparing for and requesting for a promotion when you feel it is warranted vs. waiting for it to be offered
Unfortunately, most women find the concept of self-promotion to be uncomfortable at best and offensive or distasteful at worst.
The objective of the course, therefore is to reframe the issue of self promotion for high potential women and teach them strategies for implementing a personal self promotion strategy that feels authentic, contributes to feelings of satisfaction at work, and offers a platform to help them move their careers forward.
The complementary course offered to manager explains the rationale behind the course and demonstrates the behaviors to look for in high performers seeking to adopt these new behaviors.
For more information on training please call 347-668-9571 or email firstname.lastname@example.org