How To Make Yourself Instantly More Valuable

The current unemployment rate in the U.S. is 4.2%, 6.2% in Canada, 4.3% in the U.K., and 5.5% in Australia. Employment is considered to be at “full-employment” when the unemployment rate is at 6%. At this level, most people who want to work, have a job. At 4.2% unemployment in the U.S., companies are struggling to fill open positions with the best candidates. It is common practice for companies to poach the best talent from the competition. Making yourself valuable to your current employer may also attract the attention of other employers. Your ability to communicate effectively will give you options. If you are not currently satisfied with your work environment, learning to communicate with power and influence can help you interview more effectively and improve your upward mobility.

Communicate With Power & Influence

Learning the art of communicating with power and influence will pay big dividends in your career and life. Much of what you as a leader, manager, or project manager do requires the support of your teams, and support from cross-functional teams. In today’s workplace there is a premium on collaboration. Managers that can do it well will find their services in greater demand and their responsibility and earning power increasing. Communicating with power and influence can help you advance in your career, earn more money, effectively navigate conflict, and get buy-in for your ideas.

I graduated with a master’s degree in economics in 1992. I remember having little initial success in my job hunt. As I felt less and less confident, it hurt my chances for several opportunities. I remember interviewing with Mark, the Vice President of the International Division of Franklin Covey. He asked me how much I was worth. I was so beat up I said the minimum I would take was $30,000/yr. He said if I was not worth $100k why would he hire me? If I had learned to speak more powerfully and feel more confident in the moment, the outcome might have been different. Instead, I actually started to cry in the interview. Mark had compassion on me and encouraged me. Though I never worked for the company, we became friends and we are still in touch 25 years later.

After this experience, I was hired by an international public company and I soon became the vice president of operations. As part of the hiring process, I was taken on a trip together with my wife to see the site of a future project development. My experience is that my behavior and ability to communicate was under the microscope. With my wife by my side my confidence was high. When the CEO trusted that I had the character and qualities necessary secure the support of the shareholders, I was offered the job.

Trust Me, This Is Important

Harvard psychologist Amy Cuddy, says that when people meet you they instantly judge if they can 1. trust and 2. respect you. Psychologists describe these two factors as warmth and competence. While most business professionals and certainly job seekers believe respect and competence rule, Ms. Cuddy argues that trust must come first. Of course competence is a prerequisite for any job. Let’s call it a ‘pay to play’ or threshold requirement. If we are not trusted, we may never have the opportunity to demonstrate our competence. It is not just what we do and say that matters, but how we do it and how we say it that matters today. It is not merely style over substance. Substance is required. But substance with no style is often a non-starter. To emphasize this point, HR.com reports that 90% of companies hire for skill, yet 90% fire for behavior. So hiring mangers are getting wiser, your style, your brand, and how you engender trust matters.

Enhance Your Brand

Your brand and how you engender trust are influenced by your communication style. Some people are naturally assertive and controlling. Others are encouraging motivators who appreciate recognition. Some are naturally supportive and avoid confrontation. Finally, some prefer accuracy and rules and have a need to be correct in everything they do and say. Knowing your natural communication style will help you manage your brand. Armed with the knowledge of your natural tendencies, you can begin to enhance your natural style for improved results.

I eventually became a CEO of leadership training development company. Over the years I developed a reputation or ‘brand’ as a manager. I was most interested in people doing what I wanted them to do. To be sure, I wanted their buy-in, but if I didn’t get it I would bulldoze them. This also showed up at home with my kids. I was more focused on the task than on connection. I was not getting the results I wanted. I decided to change my brand. I worked hard at changing my natural style to become more empowering and motivating. I worked with coaches and mentors to help me improve. I have become a personal and executive coach. My experiences have been a powerful catalyst in my life and the life of my clients.

You May Be Creating Your Own Problems

In the workplace, it is common for managers to create problems with their employees based on their individual communication and leadership styles. One way managers create their own problems is by controlling employee behavior instead empowering them to solve their own problems. When we have problems with our employees, what do we usually do? Tell them to fix it. Sometimes we tell them how to fix it. Usually how we would fix it. The problem with that approach is if they are not fully in agreement with your idea and it doesn’t work, they blame you!

Take the first step to understand and improve your communication style. Find an effective behavioral survey. I have used many and I recommend the ProScan for accuracy. Take the survey here and schedule a brief initial consultation today! This awareness will instantly make you more valuable. Armed with this information you will be able to immediately make adjustments to enhance your natural communication style.

Improving you are ability to communicate with power and influence has many components. This is just the first article of many on the topic.

Related topics: How To Make a Stronger ImpressionLeadership Is About Impact Not Intention, What Is Innattentional Blindness Costing You? How Asking Questions Strengthens Your TeamWhen Being Too Smart Hurts You,

The Author, Spencer Horn is the President of Spencer Horn Solutions, LLC

Cure For The CEO Disease

4 Steps To Overcome CEO Behaviors That Erode Culture

Do you know a CEO or top executive that is unaware of their impact or overestimates their abilities? Leaders who are out of touch with the truth about how they “show up” is all too common. This phenomenon is what Daniel Goleman calls the “CEO disease”. Goleman reports…”the higher up the ladder a leader climbs, the less accurate his self-assessment is likely to be.” (Primal Leadership, Pg. 92, Daniel Goleman (2002)).  The problem is that as a leader climbs the organization, the less feedback he or she receives. According to James Conway and Allen Huffcutt, who analyzed 177 separate studies that assessed more than 28,000 managers, found these managers were not receiving consistent feedback on their performance. The lack of feedback problem is reported to be more acute for leaders who are women or belong to a minority. (See Peggy Stuart, “What Does the Glass Ceiling Cost You?” Personnel Journal 71, no. 11 (1992): 70-80).

The predominance of the CEO disease has a large negative impact on cultures of businesses all over the world. When leaders drive negative emotions within their organization, they erode the foundation of a culture that enables people to excel. Leaders who are aware of their impact and work to drive positive emotions will conversely strengthen the culture that enables people to excel.

Four steps to cure the CEO disease:

  1. Recognize That You Can Change:

    Many leaders have the mistaken opinion that they need to be accepted for who they are, because after years of habits and behavior they can’t change. The latest neuroscience has destroyed the myth that we can’t change. We maintain neuroplasticity until we die, meaning, we can make changes to how we think and behave. American author and futurist, Alvin Toffler, says “The illiterate of the 21st century will not be those who cannot read and write, but those who cannot learn, unlearn, and relearn.”

  2. Create A Safe Environment:

    Create an environment where it is safe to give and receive feedback. Some people fail to give feedback because they fear punishment or the leader’s wrath if they dissent. Some only give positive feedback because they do not want to be labeled negative or going against the party line. Some are afraid to give feedback because they don’t want to upset others or hurt their feelings. By creating this environment, CEO’s and managers will get a more accurate finger on the pulse of their organization. Understand that all feedback you receive is subjective. Each leader gets to determine what to do with the feedback they receive. Knowing what people really think is always better than ignorance.

  3. Increase Self-Awareness:

    Be willing to take a 100% honest look at yourself. Many executives work with coaches to improve their self-awareness. Consider participating in a 360 review. This can provide a valuable roadmap for behavior change. Work with great training and development organizations who will provide you with a safe environment to strengthen your leadership competencies. These environments should push you out of your comfort zone to learn and grow. When we are out of comfort zone, our most challenging leadership behaviors surface and a skilled facilitator will help accelerate awareness and behavior change.

  4. Persist:

    Recognize the process of becoming an effective leader is a lifelong pursuit. Even the most effective leaders recognize they can make improvements. For the best leaders, making minor adjustments and behavior improvements sets a powerful example for the team and will pay dividends on the emotional and cultural health of the organization which will translate to better financial results.

For more information on how to cure your CEO disease, call Spencer Horn Solutions today 702-807-4698 www.spencerhornsolutions.com