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#ICAN2014

#ICAN2014. Take Charge of Your Career Trajectory with Jo Miller, CEO, Women’s Leadership Coaching, Inc. Jo Miller. CEO of Women’s Leadership Coaching, Inc. Helps emerging women leaders create a roadmap for their career advancement.

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#ICAN2014

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  1. #ICAN2014

  2. Take Charge of Your Career Trajectorywith Jo Miller, CEO, Women’s Leadership Coaching, Inc.

  3. Jo Miller • CEO of Women’s Leadership Coaching, Inc. • Helps emerging women leaders create a roadmap for their career advancement. • A leading authority on women’s leadership, Jo delivers more than 60 speaking presentations annually to audiences of up to 1,200 women. • Has traveled widely in Europe, Asia Pacific, and the Middle East to deliver keynotes and teach workshops for women’s conferences, professional associations, and corporate women’s initiatives. 

  4. I HAVE SOME UNIQUE KOALAFICATIONS

  5. You can’t get a higher-level job without leadership experience… But you can’t get the experience without the job. The emerging leader’s quandary

  6. You can’t afford to wait…

  7. Career advancement is currently the top issue impacting job satisfaction. • - Fourth Annual Salary and Job Market Survey, 24 Seven, 2013.

  8. Career Development Plan Career Advancement Plan

  9. #ICAN2014

  10. 4 Elements of a Career Advancement Plan

  11. 4 • Know your niche

  12. “Be famous for something!Know what is your claim to fame.” - General Manager, Software Industry

  13. Your ideal career niche

  14. EXERCISE: • What is your ideal career niche?

  15. 3 • Build a scalable brand

  16. “Be authentic about your own leadership style. Don’t try to change it.Own it. Communicate it. Put a value on it. Put a brand on it.” - Dr. Rohini Anand, SVP, Global Chief Diversity Officer, Sodexo

  17. Analyst The change agent Program Director Go-to person for strategy

  18. “Make your brand scalable.” • Krista Thomas, VP Marketing, Fan Appz

  19. Ask yourself: • Where do I want to be in 2 years? In 5 years? • What brand do I need to become known for now, in order to get there?

  20. Your brand must evolve as you develop your career Entry-level brandsValuable contributor. Team-player. Specialist. Go-to person. Subject matter expert. Mid-level brands Strategist. Innovator. Change agent. People motivator. Project leader. Senior-level brands Visionary. Leader who develops leaders. Charismatic leader. Quiet Leader.Delivers results.

  21. EXERCISE: • What is your personal brand statement?

  22. 2 • Say “no” to stretch assignments

  23. 40% of women in corporateleadership positions saidseeking out difficult, highly visible assignments was a very important advancement strategy. “Women in U.S. Corporate Leadership,” Catalyst, 2003 ? %

  24. “You told me that volunteering for stretch assignments would help improve my career. I took on four new projects and now I am not getting any sleep. Help!”

  25. Don’t volunteer for assignments that: • Stretch you too thin. • Don’t build your strengths. • Don’t meaningfully expand your network. • Don’t build the reputation you want to be known for. • Don’t make your value visible.

  26. Say “yes” to assignments that:

  27. EXERCISE: • Identify a high-profile assignment that showcases your brand and your ability to deliver results.

  28. 1 • Go for a promotion

  29. What’s the easiest way to get a raise or a promotion?

  30. Accenture surveyed 3,400 executives in 2011. 37% had asked for a raise, promotion or job change. } Of those that asked, 65% said it helped. “Reinvent Opportunity: Looking Through a New Lens,” Accenture, 2011.

  31. What happened when people asked for a raise? • In the overwhelming majority of cases, people who ask for a raise are at least thrown a bone. • And in a significant number of cases, folks who ask for a raise actually get more money than they were expecting. • - CBS News MoneyWatch, March 9, 2011

  32. What happened when people asked for a promotion? • 10% of the time, nothing happened. • 5% of those who asked for a promotion got new responsibilities instead. • 10% got a new role, but not the one they asked for, and not a promotion. • 42% got the role they asked for. • 17% got a new role, and it was a better one than they'd hoped for. • 59% of people who asked for a promotion got one! • - CBS News MoneyWatch, March 9, 2011

  33. LinkedIn surveyed 954 professional women in 2013. } 75% of women who asked for a promotion got one. “Today’s Professional Woman,” LinkedIn, 2013.

  34. What’s the easiest way to get a raise or a promotion?

  35. Don’t underestimate your READINESS • On a scale of 1 to 10, how capable do you think you are of performing that job today?

  36. Don’t underestimate your READINESS • An internal study at HP found: • Women generally apply to jobs only when they believe they meet 100% of requirements in a posting. • Men apply if they think they meet just 60% of the qualifications. • McKinsey Quarterly report, 2008

  37. What are the REQUIREMENTS?

  38. Senior Software Engineer

  39. What are the REQUIREMENTS? • I am interested in becoming [name the role]. • What are the requirements?

  40. Is now the RIGHT TIME?

  41. The right conversation can be held at the wrong time (for example, when your boss is in bad mood or the person you're talking to is the wrong person.) It doesn't matter how good your request is if you do it at the wrong time. Timing is everything. —Donnell GreenGlobal Head of Talent Management and Development, BlackRock.

  42. When is the wrong time to ask? • When is the right time to ask?

  43. Make your REQUEST • I understand the role requires a, b, c. • I believe I am the ideal candidate for this position because x, y, z. (check for their agreement) • What are our next steps to move forward? • (If you sense their hesitation) Is there any additional information you need, to consider me as the ideal candidate for this position?

  44. 4 Elements of a Career Advancement Plan 4) Know your niche 3) Build a scalable brand 2) Say “no” to stretch assignments Go for a promotion

  45. This presentation is available at: www.womensleadershipcoaching.com/ ICAN.htm

  46. “There is nothing untoward about being honest about what you do well. Your company cannot fully appreciate how to leverage you as a resource if the company does not have visibility into what your unique talents are. So, don't deny that of your company. Get out there. Make sure that people see you. Make certain that they know what you do well. And while you're doing that, make sure that you're lifting some other people up as you climb.” - Claire Babineaux-Fontenot SVP, Chief Tax Officer, Walmart.

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