Some of the most challenging negotiations are the ones we have with ourselves.
At the crossroads we’re asking ourselves tough questions about choices, options and best bets. Do I stay or do I go, do I risk speaking up or do I risk even more by being silent? Is this all there is to my career? Is this really worth it?
Whether it’s time to change the game plan or it’s time to refocus and stop dreaming about options, embedded in change are enormous challenges and opportunities. We like to focus on the upside of challenges, regularly asking ourselves if it were impossible to fail, what brave thing would we do?
If you’re good at what you do, chances are you’ll get promoted. And, with every promotion you’ll find yourself in a new environment where you have to quickly learn new competencies. What got you here won’t get you there! At each new level, we have to throw away the old ladder and begin to build a new one that goes up.
Act as if! If you want the new job, start acting as if you were doing it long before you’re given the new title or the actual promotion. This doesn’t mean elbow your boss or team leader out of the way. Instead, be their biggest champion. Imagine yourself in the new role long before the promotion is at hand. If you are on a team and want to be the team leader, what would you do if you were the leader? This subtle shift in our point of view will have us speak up differently in meetings, have us alter the conversations we have with our teammates, and begin focus on bigger issues and challenges.
Culture change is a big deal and success requires thoughtful investment of your people and financial resources.
Begin with strategic planning sessions that incorporate your changing business needs with your strategy. Measure twice and cut once by examining and exploring what factors are critical in order that new metrics and outcomes can be achieved. How does success look at the end of the culture change?