What is Your Team’s Definition of Self-PromotionOn October 12, 2019 by Raul Dinwiddie
Because I want to redefine what advocating
for yourself means and I want you to change the definition of what it means.
Because right now, in your mind it’s not a good definition that’s supporting you.
So, I’m gonna give you three definitions for it, so you can change how you think
about and so you can go back to your work environment and every single day
start to focus on advocating for yourself, based on these three
definitions. First, I want to share with you, thank you. I want to share with you,
and by the way that the mindset behind advocating for yourself is really, I
believe in myself, I believe in what I do, I believe in the impact I make and I
want to share that with others, right? So, the first definition is by Jing Hu, she
is a partner at PWC, and she said the following about receiving advice about
speaking up more about her accomplishments and offering her opinion.
Something she was initially very uncomfortable with and she was told, be
prepared not to show off, but to allow others to see you as a good candidate.
I’m not the type to be very social or to broadcast what I’m doing. You guys
relate to that yeah? But my mentor said, everyone who works with you knows you’re
very good and supports you, but people who don’t work with you closely they
don’t know that. You have to let them know. So, the thing I want you to be aware
of you have to let people know how good you really are, especially the people
that don’t know you, aren’t as familiar with you. That’s part of your job every
single day, you look at your day in front of you and you ask yourself how do I let
people know how good I really am? How do I make that more visible? A whole
different mindset of how to operate. Second definition, for over 30 years,
researchers George Dudley and Shannon Goodson studied the reasons behind people’s fear of self-promotion. And one 5-year study
focused on salary increases and promotions that managers received and
they provided this conclusion: those who were promoted most often and given the
biggest salary increases did not necessarily turn out to be those judged
to be the most technically competent. It was those who were most willing to make
whatever level of competence they had visible. This is your job every day,
beyond your performance. Start focusing on this, think about how can I, what can I
do to make whatever level of competence I have more visible. Think this way, have
a different mindset of how you approach your work every day, how can you make
that more visible? It’s so important.