First Step Marketing

Come up against a door of opportunity that remains stubbornly stuck? Enlist help to help you tug, pull or push it open. Don’t make the mistake of becoming a lone crusader intent only on your own success. Successful people virtually always have a close team behind them backing their efforts.

I will look at the relationships that career-conscious women need to form with those above them — their superiors, those around them — their co-workers and those below them — their subordinates. In addition the helping hand that can be provided by sponsors, mentors and networks is examined. Finally, working together can be hazardous at times. I conclude by looking at ways to minimise the possibility of becoming a victim of sexism and sexual harassment in the workplace.

I’m OK, are you?

In which category do your workplace relationships fall? Excellent, average or could-be-better? In order to analyse what makes your workplace relationships tick, take an objective look at those you have at present.

Do this by drawing a sociogram. This is a simple diagram of people you work with and how you relate to them. The example below will give you an idea of what a sociogram looks like and how to interpret it.

Remain positive at all times, also at social events that are not work related. A disparaging remark made in a moment of frustration or even a jest at a cocktail party or a dinner date has a way of getting back to your superiors.

Action points

• Deeds speak louder than words. Show your loyalty in small ways. Arrive at work on time. Take appropriate breaks.
• Use material resources responsibly — stationery, equipment and the telephone.
• Keep your work space tidy and organised.
• Don’t gripe. Be a problem solver.

You and your boss

This is a critical relationship for you. You have much to learn. Your boss has much to offer. You are, for instance, dependent on his or her evaluation of your skills and performance. Such evaluation is crucial for your promotion. If you want promotion, make sure that your career goals do not clash with those of individuals in senior positions.

Supporting your boss will pay dividends. This does not mean that you should become a doormat but, by supporting your superior by performing competently and adequately, you will be paving the way for your own promotion. Critical questions to ask are: What is your boss trying to accomplish? What is the number one problem facing your boss? What does he or she regard as good performance? Help your boss to reach his or her objectives.

Action points

• Meet regularly to exchange information about what you should do and what is going on in your section.
• Arrange for regular job appraisals. This gives you a chance to discuss your performance, tell your boss about ideas to improve the department and show your interest in getting ahead.
• Insist on regular feedback so that you can improve your performance.
• Accept criticism graciously and act on it. Male bosses sometimes ‘protect’ women from negative criticism because they believe that it will upset them.
• Accept requests courteously and without argument.

You and your peers

As you move on and up in the workplace, don’t become so task-oriented that you overlook the necessity of teamwork with your peers, both those in your own department and those in other departments.

Reciprocity is the name of the game when it comes to dealing with peers. After all, you continually need to make exchanges with colleagues in similar positions in order to keep your own section running smoothly. For example, the people in the unit next to yours run out of stationery and borrow supplies from your unit. You don’t ask them to sign for the supplies nor do you pin them down to a time for returning them. But there’s an implied assumption that if you help them today, then at a future time you are going to look to them for help too. You might not exact the same two floppy disks that you gave them, but you may ask them to exchange an afternoon off, cover your phone or help you out with paper work.

Exchanges can take a wide variety of forms. Think of bits of important information affecting your department which come to you before a public decision is announced. What about sharing staff during a rush job or gaining access to the expert in another department who can give you just the advice you need.

That’s not all. Your department is dependent on others to get your work, products or services out on time. Use the prompt delivery of your services to ensure that your department doesn’t get held up by others.

Remember too that peers share your problems and circumstances. They can act as a sounding board. Ask them for an objective opinion of a problem.

Action points

• Build a wide network of informal associations with peers both within and outside your organisation. Your ability to get things done depends on cordial relationships with others.

• Give and take. Take and give. Ask for your reciprocal share in the exchange process. Don’t serve others without calling in the favour sometime.

• Help other units to reach their objectives. Successful interaction with them guarantee you greater exposure throughout your organisation. What’s more, you will learn how other units operate.

• Trade your expertise, advice and counsel, and not only your department’s goods and services.

Possibly related posts: (automatically generated)
Working effectively with “others”

This entry was posted on Saturday, June 21st, 2008 at 2:45 am and is filed under Jobs, Promotion. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.