When faced with an opportunity to take on a stretch assignment, new role, or promotion, what’s your reaction? Be Leaderly surveyed more than 1,500 professionals to find out what it takes to say “yes” with confidence. In this webinar, learn what we discovered—and how you can prepare to step up to your next big career opportunity.
Guest speakers:
Shuchi Sharma, Global Vice President and Leader of Gender Intelligence at SAP and Robert F. Solomon Jr., Director of Culture and Engagement, Lowe’s Companies, Inc.
How to Effectively Manage a Remote Team - 12 Best PracticesMikogo
Remote work definitely has its advantages but also comes with its own unique challenges. With team members working in different locations, how can a remote team leader keep his or her team interconnected, on track, and productive? Well, it starts with reinforcing remote team best practices and understanding why these practices are successful in getting results.
This free guide includes 12 best practices to teach you best practices that foster positive working relationships, enhance team productivity, and in general position you and your remote workers for success.
What is Agility?
What are the characteristics that contribute to Agility?
What are the team/org structures that support Agility?
What are the challenges that require Agility?
How to Effectively Manage a Remote Team - 12 Best PracticesMikogo
Remote work definitely has its advantages but also comes with its own unique challenges. With team members working in different locations, how can a remote team leader keep his or her team interconnected, on track, and productive? Well, it starts with reinforcing remote team best practices and understanding why these practices are successful in getting results.
This free guide includes 12 best practices to teach you best practices that foster positive working relationships, enhance team productivity, and in general position you and your remote workers for success.
What is Agility?
What are the characteristics that contribute to Agility?
What are the team/org structures that support Agility?
What are the challenges that require Agility?
Remote work has its advantages—flexibility, low or no overhead costs, and a greater pipeline of applicants from which to hire. And it has its disadvantages—less interaction, managers worried about how to tell if their employees are staying on task and communication challenges. How can companies maximize the advantages and minimize the disadvantages?
If you want to learn more about this topic: https://www.newsteer.com/resources/managing-remote-teams
Special report finding budget for your leadership training - your questions a...Tom Cooper, PMP
This report covers the benefits of a leadership training program and provides you with the essential questions that your boss will ask about training - ROI, costs, and how to find the right provider for your leadership development training program.
Working Remotely and Managing Remote TeamsCharles Humble
How do you know if remote work is for you? What are the common pitfalls of remote work and its mitigations? I’ll share the techniques for managing remote teams along the way.
This guide summaries a successful Agile transformation in Telco with a related case study.
Do not take the described steps of this guide as the only way to be successful, there can be many other alternatives for sure. However, this guide explains a way thats experienced to be successful in many companies and under different circumstances.
Looking forward to hear your comments & suggestions
Thanks
Why can’t people just get with the program? They question, they challenge, they complain… and it’s all perfectly predictable and normal.
Transition is the emotional process people go through when adapting to a change in their world. It doesn’t matter if the change is positive, like having a new baby or getting promoted. People still have to let go of some parts of their life (perhaps the luxury of sleeping late!) and learn new things (how to change a diaper while half asleep).
The process is predictable, according to the work seminal done by organizational thinker and consultant William Bridges. Leaders who understand what people typically experience during change can put measures into place to help accelerate the transition process.
Download Transition – The Human Side of Change infographic at http://partneringresources.com/new-infographic-transition-the-human-side-of-change/.
Creating and sustaining change in an organization can be challenging. Change leadership and change management are both essential components of driving change. In this deck, we walk through our framework for successful transformation: thinking there, getting there, and living there.
Explore key takeaways shared in our Stanford GSB View From The Top guest speaker series this year.
More leadership insights: http://stanford.io/leadership
Debby Hopkins, Chief Innovation Officer at Citi and CEO of Citi Ventures, has made a career out of championing innovation. Here's here advice for driving change at work.
Connect: Professional Women’s Network is online community with more than 350,000 members that discusses issues relevant to women and their success. The free LinkedIn group powered by Citi also features videos interviews with influential businesswomen, live Q&As with experts and slideshows with career advice. To learn more and join the conversation in the largest women's group on LinkedIn, visit http://www.linkedin.com//womenconnect.
Do You Struggle With Employee Recognition?Elodie A.
Recognizing employees is one of the most overlooked facets of managements that even great leaders sometimes forget about. Without a good employee recognition strategy, people will feel unappreciated and build up stress.
In fact, the number 1 reason why most Americans leave their jobs is that they don’t feel appreciated . The last thing you want is to have high employee turnover because of poor employee recognition.
Read Our Guide to Learn More:
https://www.officevibe.com/employee-engagement-solution/employee-recognition?utm_source=slideshare&utm_medium=social&utm_campaign=employee-recognition&utm_content=recognition-hubpage
Remote work has its advantages—flexibility, low or no overhead costs, and a greater pipeline of applicants from which to hire. And it has its disadvantages—less interaction, managers worried about how to tell if their employees are staying on task and communication challenges. How can companies maximize the advantages and minimize the disadvantages?
If you want to learn more about this topic: https://www.newsteer.com/resources/managing-remote-teams
Special report finding budget for your leadership training - your questions a...Tom Cooper, PMP
This report covers the benefits of a leadership training program and provides you with the essential questions that your boss will ask about training - ROI, costs, and how to find the right provider for your leadership development training program.
Working Remotely and Managing Remote TeamsCharles Humble
How do you know if remote work is for you? What are the common pitfalls of remote work and its mitigations? I’ll share the techniques for managing remote teams along the way.
This guide summaries a successful Agile transformation in Telco with a related case study.
Do not take the described steps of this guide as the only way to be successful, there can be many other alternatives for sure. However, this guide explains a way thats experienced to be successful in many companies and under different circumstances.
Looking forward to hear your comments & suggestions
Thanks
Why can’t people just get with the program? They question, they challenge, they complain… and it’s all perfectly predictable and normal.
Transition is the emotional process people go through when adapting to a change in their world. It doesn’t matter if the change is positive, like having a new baby or getting promoted. People still have to let go of some parts of their life (perhaps the luxury of sleeping late!) and learn new things (how to change a diaper while half asleep).
The process is predictable, according to the work seminal done by organizational thinker and consultant William Bridges. Leaders who understand what people typically experience during change can put measures into place to help accelerate the transition process.
Download Transition – The Human Side of Change infographic at http://partneringresources.com/new-infographic-transition-the-human-side-of-change/.
Creating and sustaining change in an organization can be challenging. Change leadership and change management are both essential components of driving change. In this deck, we walk through our framework for successful transformation: thinking there, getting there, and living there.
Explore key takeaways shared in our Stanford GSB View From The Top guest speaker series this year.
More leadership insights: http://stanford.io/leadership
Debby Hopkins, Chief Innovation Officer at Citi and CEO of Citi Ventures, has made a career out of championing innovation. Here's here advice for driving change at work.
Connect: Professional Women’s Network is online community with more than 350,000 members that discusses issues relevant to women and their success. The free LinkedIn group powered by Citi also features videos interviews with influential businesswomen, live Q&As with experts and slideshows with career advice. To learn more and join the conversation in the largest women's group on LinkedIn, visit http://www.linkedin.com//womenconnect.
Do You Struggle With Employee Recognition?Elodie A.
Recognizing employees is one of the most overlooked facets of managements that even great leaders sometimes forget about. Without a good employee recognition strategy, people will feel unappreciated and build up stress.
In fact, the number 1 reason why most Americans leave their jobs is that they don’t feel appreciated . The last thing you want is to have high employee turnover because of poor employee recognition.
Read Our Guide to Learn More:
https://www.officevibe.com/employee-engagement-solution/employee-recognition?utm_source=slideshare&utm_medium=social&utm_campaign=employee-recognition&utm_content=recognition-hubpage
You probably had a tough time proving your worth as a true leader during the last appraisal interview. Or maybe you’re a focused professional who’s willing to brush up on the leadership management skills for a successful career graph ahead.
How Senior Leadership Engage/Disengage in NonprofitsTalentMap
Many Nonprofits eagerly measure employee engagement only to discover that the most important determinant of employee engagement is staff’s perception of the senior leadership team. How do you tell colleagues that “we’re the problem”, and more importantly, how do you address and change leadership behaviours?
The truth is, all corporations share the same basic structure and the higher your position on the corporate ladder, the more difficult advancement becomes. Women are conquering self-doubt, personal fears and cultural stereotypes as they steadily climb the corporate ladder. In this session, we will focus on the defining the challenges faced by successful women, strategies they used to overcome obstacles and skills that served them well along the way.
Map Out the Trends of Your Top People
Engaged sales people produce 28% more revenue
Source NCFC
The Recruitment Blueprint™ helps you map out the trends of your most successful people.
At a glance you can identify the behavior, cultural fit and aptitude. Quickly evaluate the people that fit culturally and perform well. Identify skills gaps and training needs at a glance.
Create actions plan, set deadlines and record the results while you continuously build a knowledge base of how to build the dream team.
Contact us now for a free trial.
Use the Attrition & Average Fee Calculators to work out the true costs of recruiting.
I am a big fan of Kotter’s, 8-Step Process for Leading Change. I have seen it applied, and the system works. It should be a must read for anyone who has, or will, experience some sort of (work) change.
This presentation outlines the 8-steps and key points in the process.
Leadership Accelerator: Unleashing Potential in Younger Employees.pptxDennis Van Aelst
We recognize that our young professionals possess immense talent, fresh perspectives, and boundless energy. We believe in their potential to become the next generation of exceptional leaders. That's why we have developed this transformative program designed specifically to harness and amplify their abilities.
5 Ways to Shift From Doing to Leading | October 2020BeLeaderly.com
Your leadership presence—how others experience you as a leader— is being shaped in every interaction you have. Discover five key shifts in mindset and behavior that will help you lift your head up, shift your focus, and rebalance your approach in favor of more leading, less doing. Leave with a practical plan to “get your shift together” and become the powerhouse leader you were meant to be. (Training)
Speaker: Jo Miller, CEO, Be Leaderly
August 2020 | Cutting-Edge Practices for Strengthening Your Corporate Women’s...BeLeaderly.com
New research shows that women’s forums that strike a healthy mix of social connection, support, and motivation create lasting intellectual, professional, and financial results for participants. Listen to powerful stories and data points that describe what the most successful employee resource groups are doing to break down barriers, boost engagement, and propel women forward in their careers. (Panel)
Guest speakers: Denise Adams, Director, Regulatory Affairs with ONEOK, Marie-Christin Anthony, Program Manager, Diversity, Equity, and Inclusion with Google, and Arti Sharma, Diversity and Inclusion Program Manager with VMware.
Mobilize Your Support Network | June 2020 ...BeLeaderly.com
Developing strong relationships is not only part of your job, it is the real work of leadership. People do not follow a title. They follow a person whom they trust, respect, and believe in. In this webinar, we’ll look at why trust is the foundation for influence, how to create a strategic networking plan, and five categories of people who make up a well-rounded network of collaborators and allies. We’ll address how to achieve all this while our workplaces are disrupted by COVID-19. (Panel)
Guest Speakers: Alice Katwan, SVP North America Sales at Salesforce and Sonar Thekdi, VP Operations at VMware.
Nora Denzel says, “It’s not what you know and it’s not who you know. It’s who knows what you know.” Your company and colleagues can’t fully appreciate how to leverage you as a resource if they don’t know about your track record and unique talents. Find the approach to amplifying your accomplishments and value that fits your style and is effective in your organization. (Training)
Speaker: Jo Miller, CEO, Be Leaderly
Reimagine Your Leadership Brand | February 2020BeLeaderly.com
Are you the best-kept secret in your organization? Transforming yourself from a trusted employee into a leader or technical expert can be a challenge. It takes the courage to finetune your leadership brand and the self-advocacy to amplify it. Jo Miller shares lessons from her new book on how to develop a personal brand that makes your organization sit up and pay attention. (Training)
Speaker: Jo Miller, CEO, Be Leaderly
Do I really need an MBA to be a leader? Is it a ‘career killer’ to say no to a role with relocation? How important is global experience? Join our candid Ask Me Anything session featuring top executives who’ve seen a thing or two…and bring your own leadership questions! This hour-long Q&A will offer fresh advice on everything from managing critical career relationships to unwritten rules that help you advance. Our panel of industry leaders will share fresh perspectives, but your questions will drive the conversation. (Panel)
Speakers: Liz Brenner, Founder & CEO at Culture Evolved and Kathy Tyra, VP, Workplace Resources and Real Estate at NetApp.
6 Ways to Develop a Change Leader Mindset | October 2019BeLeaderly.com
Whether it’s a large-scale disruption or an everyday adjustment to the status quo, becoming a transformational change leader starts with managing yourself and then, leading others. Acquire self-management tools to fearlessly navigate change, and coaching skills to guide and inspire others as they adapt. (Training)
Speaker: Jo Miller, CEO, Be Leaderly
In this webinar, hear from speakers who are fired up about cultivating upcoming generations of diverse leaders. Be inspired by how they’re creatively deepening their talent bench and learn the factors to consider as you construct a pipeline to your ultimate role. You’ll find out what behaviors get “high-potentials” noticed – and see how the succession planning process unfolds behind the scenes. (Panel)
Guest Speakers
Shachella James, PMP, Vice President Technology Operations at CenterPoint Energy and Charles S. Johnson, Sr. Director, Diversity & Inclusion, Ball Corporation.
It’s time to lose the cape! Superwoman had it wrong. Striving for perfection while juggling many roles is more likely to lead to burnout than to balance. In this webinar, learn practical tools for redefining work/life balance and making it all work for you.
Guest Speakers: Adrienne Burch, Management and Program Analyst in the Office of Civil Rights, Diversity, and Inclusion with USDA APHIS
Liz Curran, Senior Consultant – Executive Learning & Development, MetLife
Roderick Wilson, Senior Vice President, Wealth Management Strategy Execution Manager, Bank of America
Today, 84% of employees are “matrixed,” working on multiple teams every day. Networks of teams are replacing top-down hierarchies. And the role of a high-performing team player is changing. Are you keeping up? In this webinar, learn to leverage the “magic ratio” of highly effective teams, harness the collective intelligence of groups, and make a memorable mark.
Speakers: Jo Miller, CEO and Selena Rezvani, Vice President of Consulting and Research, Be Leaderly
7 Steps to Becoming a Thought Leader | December 2018BeLeaderly.com
Thought leaders are not just executives any more. You can become one too. In this webinar, learn how to identify your niche, express your expertise in ways that fit your personal style, and become a sought-after expert. You’ll walk away with a practical plan to share your passion and build your personal brand at the same time.
Guest Speakers: Christoph Trappe, Chief Content Engagement Director, Stamats Business Media, author of Get Real: Telling Authentic Stories for Long-term Success and Serpil Bayraktar, Distinguished Engineer, Cisco.
Whether negotiations are everyday matters, or a bigger, more structured deals, making the most of these conversations is imperative. Learn to identify your own default negotiating style, prep for a negotiation informationally and psychologically, maneuver through the negotiation with poise, and close the deal.
Guest Speaker: Selena Rezvani, VP of Consulting and Research, Be Leaderly.
You don’t have to be an executive to be a sponsor! In this webinar, hear from sponsors and their protégés about the power of sponsorship, how it works, and what it takes to be an effective sponsor. We’ll also talk about how to foster a corporate culture that uses sponsorship to expand opportunities for women to move into leadership roles.
Guest Speakers: Namrata Yadav, Head of Inclusion Strategy and Diversity and Inclusion Learning, Anna Ettin, Vice President, Diversity and Inclusion Consultant, and Monica Brunache, AVP, Project Manager at Bank of America.
Passed over for a promotion? Lose a big client? Made a costly mistake? We all mess up. The important thing is what happens next. In this webinar, learn how to recover—and thrive—when the unthinkable happens.
Guest Speakers: Lorene Phillips, Senior Vice President, Reinsurance – International Casualty and Professional Lines, Sompo International and Mallun Yen, COO, Partner and Board Director, SaaStr.
8 Ways to Transform from a Manager into a Leader | April 2018BeLeaderly.com
Get inspired to make the leap from managing to leading—and the tools to make it happen. In this webinar, find out the key differences between a leader and a manager, plus tips for building a strong team and a loyal following.
Guest Speaker: Lisa Walsh, Chief Executive Officer, Truco Enterprises.
Speaking to groups can be daunting, but it’s a critical communication skill for leaders. Want to share your expertise, pitch an idea, or motivate a team to take action? Whether you’re talking to three people or 300, learn how to confidently engage your audience and successfully get your message across.
Speakers: Mary Cheyne of Magnetic Podium and Poornima Vijayashanker, Founder, Femgineer.
Creating an Opportunity-Driven Career | February 2017BeLeaderly.com
Some people seem to have all the career luck. They never have to look for opportunities — the best jobs seem to find them. Learn how to create your own career breaks and to uncover opportunities hiding in plain sight.
Speaker: Jo Miller, Founding Editor of BeLeaderly.com and CEO, Women’s Leadership Coaching, Inc.
Here are 50 quotes from some of our favorite leaders, covering a wide range of topics. Want to step into your power, step out of your comfort zone, lead the way, and be a role model to others? Whatever your goal is, we’ve got you covered!
Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...CIOWomenMagazine
This person is none other than Oprah Winfrey, a highly influential figure whose impact extends beyond television. This article will delve into the remarkable life and lasting legacy of Oprah. Her story serves as a reminder of the importance of perseverance, compassion, and firm determination.
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
Foodservice Consulting + Design
The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
7. Jo Miller
CEO, Be Leaderly
• Dedicated to helping women around
the world advance into positions of
leadership and influence.
• Founded this webinar series to reach
emerging women leaders anywhere in
the world. Now in it’s 10th year, it is
viewed by participants in 900 locations
in 31 countries.
• Co-author of new research report, Out
of the Comfort Zone: How Women and
Men Size Up Stretch Assignments —
and Why Leaders Should Care.
• First book will be published by
McGraw-Hill in December 2019.
@Jo_Miller
8. Selena Rezvani
VP of Consulting & Research, Be
Leaderly
• Consultant, speaker and author on women
and leadership.
• Workplace advisor, using workplace culture
assessments to help corporate clients be
more inclusive and welcoming to women.
• Author of two leadership books for
professional women – Pushback: How
Smart Women Ask—and Stand Up—for
What They Want (Jossey-Bass, 2012)
and The Next Generation of Women
Leaders (Praeger, 2009).
• Co-author of new research report, Out of the
Comfort Zone: How Women and Men Size
Up Stretch Assignments — and Why
Leaders Should Care.
@SelenaRezvani
9. Shuchi Sharma
Global VP and Lead of Gender Intelligence,
SAP
• Leads the gender intelligence strategy at
SAP, ensuring it’s integrated into the fabric
of the culture, values and business model.
• Works with global stakeholders to create
and deliver initiatives designed to foster a
culture of inclusion.
• Experienced in many aspects of SAP’s
business including services, sales and
marketing.
• Speaks 5(!) languages: English, German,
Hindi, French and some Italian.
@Shuchi5
10. Robert F. Solomon, Jr.
Director, Leadership & HiPo Development
Lowes
• Dedicated to helping people expand their
leadership capacity & making organizations
more effective and sustainable.
• Designs & implements leadership
development initiatives for more than 300K+
Lowes associates.
• Has delivered training to 9,000+ mid- & senior
leaders on 5 continents, in 9 countries and in
industries ranging from Retail to Tech.
• Enjoys competitive dog training in the sport of
Schutzhund, participating at regional, national
& international competitions.
@RobertFSolomon
11. 71% of senior
leaders identified
stretch
assignments as
the biggest factor
in unleashing their
career potential.
Women are
less likely
than men to
obtain stretch
assignments.
People who
land stretch
assignments
are more likely
than other
employees to
get raises.
12. Representing a division in a “reorg” or realignment
Relaunching an
Managing a VIP initiative that
client account previously failed
Engaging critics/
naysayers
Getting closer
to the customer
Transitioning a process from manual to automated
What
Constitutes a
Stretch?
Re-engineering a
broken process
Managing and
communicating a
change
Leading a turnaround or crisis
Analyzing your
product mix
Forming a new alliance/partnership
Convening a
taskforce to solve
a tough problem
13. Criteria that makes a stretch
assignment “Yesable”
40%
33%
18%
9%
43%
33%
11%
14%
5%
10%
15%
20%
25%
30%
35%
40%
45%
Enough personal
influence
Aligns with
career goals
Exposure to
mentors and
sponsors
General
conditions set me
up to succeed
Female Male
14. What is NOT a Stretch?
Office
housework
Volunteering
on the Fun
Committee
“More of the
same” type
work
15. 1.1. Position
yourself for the
opportunity
1.2. Make a pitch
and negotiate
your terms
3. Deliver,
Deliver, Deliver
4. Translate &
promote your
success
Ready to Stretch?
17. What’s a good way to
position yourself for a
coveted stretch assignment?
• Raising your hand is the first step
• Stretch assignments aren’t always
visible
• See something that can be improved
or changed, and just offer to do it
• You might not have all the answers,
but if you’re the one identifying the
challenge and it has merit, it’s likely
others don’t know how to do it either
• You don’t have to have all the
answers!
18. • More opportunities exist when
the company is in flux
• Start by understanding:
• Your organization’s culture
• The departmental strategy where the
opportunity exists
• The opportunity itself
• Align your desired outcomes
with the current opportunity of
chaos
• Underscore how your leadership
and contributions can make a
positive impact
• Think Big, Start Small, Act Now!
How can you pitch for a
stretch assignment when
your company’s in flux?
19. “Stretch” when you want to:
• Move up
• Rebrand yourself
• Get “unstuck”
• Make a comeback/be resilient
• Be associated with a new
department, leader or product
20. 2. Make a Pitch and
Negotiate the “Stretch” Terms
21. How should people
approach asking for a stretch
assignment?
• It depends on what you want
to achieve
• If you’re looking for a
promotion or a new role, cast
it as a step towards that
• If you’ve identified an
opportunity for revenue
growth, and want to earn
more, pitch the ROI and ask
for a piece of the return
22. • Before you negotiate for your own
personal benefit, make sure to
negotiate on behalf of the company
• Empirically define ideal success
outcomes and minimal viable
solutions
• Establish that the stretch assignment
is in fact a strategic risk. Discuss
how things might go awry and how
the assignment sponsor will
know/intervene
• Negotiation doesn’t mean
finalization
What terms of a stretch
opportunity are important to
negotiate?
23. Make Informed Decisions & Get What
You Need
Get clear on the opportunity,
including “WIIFM”
Negotiate the authority,
support & resources you need
Ask, “If I do a great job on X,
what can I expect as a result?”
Line up mentors, influencers &
allies to help navigate politics
25. “The ideal stretch opportunity
fuels your passions,
plays to your strengths,
and helps you make an impact.”
-Jo Miller, CEO of Be Leaderly
26. How can you deliver strong results
when you’re inexperienced?
1. Identify skill gaps you have and
determine if it’s something you
need to learn or if you can
leverage someone else in the
organization (perhaps on a
team)
2. Manage expectations
3. Remember that inexperienced
does not mean inept
4. Make sure your manager
understands that they need to
support you
“A rubberband needs someone to
help it achieve the maximum stretch
possible.”
27. What are your tips for delivering
well when you have different
stakeholders to please?
• Plan: Tell your stakeholders what
you intend to do and how you plan
to do it. Integrate their feedback and
define success for them.
• Communicate timelines, milestones,
and budgetary information:
…with intention
…to the point of over-communication
…with zest!
• Follow-Thru: Under-promise and
over-deliver
28. • Start with a
“measurement
mindset”
• Bring raw
enthusiasm
• Be openly
inquisitive
• Probe for the
issue behind the
issue
• Finish with
evidence in hand
On Delivering:
30. How can I try to translate
my stretch experience to
my day job?
• Skills are your currency
• Differentiate any skill acquisition you
bring back to the team vs. skills that
help you do your own job better
• A stretch should position you for
other roles. Show how a “stretch”…
• Makes you more adaptable
• Illustrates that you can learn new
things from scratch
• Shows your desire to bring new
experiences/skills back to the
organization for it’s own betterment
31. 1. Become comfortable with your success
• Develop an elevator pitch highlighting the
stretch assignment, including it’s positive
impact and your key learnings
2. Look to your “stretch sponsor” as a voice to
promote your success
• Make sure your sponsor has enough
information to speak about your role in the
stretch assignment
3. Leave a legacy
• Believing that the work will speak for itself
isn’t the most effective strategy
• Especially key for women and minorities
How do I promote my “stretch
success” effectively?
32. • Over deliver! Do 1 extra-
ordinary or memorable thing
• Translate your experience
into a list of tangible, valued
skills
• Articulate 3 actions you’ll take
based on what you learned
while “on assignment”
• Spotlight your stretch
assignment as a best
practice on news & social
channels
33. 1.1. Position
yourself for the
opportunity
1.2. Make a pitch
and negotiate
your terms
3. Deliver,
Deliver, Deliver
4. Translate &
promote your
success
Ready to Stretch?
34. What Be Leaderly’s
Research Reveals…
15%
67%
10%
77%
0%
20%
40%
60%
80%
Disagree Agree
"I feel engaged and passionate
in my current job."
45%
27%29%
40%
0%
20%
40%
60%
80%
Disagree Agree
"My company makes it easy for me
to gauge my readiness to advance."
35. How Companies Can Create a
Culture of “Stretch”:
1. Enable a growth mindset
2. Monitor stretch assignments
& participation
3. Bank and post opportunities
and offers transparently
4. Standardize opportunities
5. Showcase & reward stretches
36. What’s one action you’ll take to
initiate a stretch opportunity?
Visit
www.pollev.com/leaderly
39. Recommended
Reading
Out of the Comfort Zone: How Men and
Women Size Up Stretch Assignments –
And Why Leaders Should Care
The Leadership Pipeline
By Ram Charan, Stephen Drotter &
Jim Noel
Women Don’t Ask
By Linda Babcock & Sara Laschever
40. Get today’s slides, bonus
articles, research report
and our newsletter:
Text
leaderly
to
444999
We never share, rent or sell your email or personal information. More: beleaderly.com/privacy
42. “If you don’t take risks you’ll always
work for someone who does.”
— Nora Denzel
43. The New Rules of Teamwork
Tuesday, April 23, 2019
Today, 84% of employees are “matrixed,” working
on multiple teams every day. Networks of teams are
replacing top-down hierarchies. And the role of a
high-performing team player is changing. Are you
keeping up? In this webinar, learn to leverage the
“magic ratio” of highly effective teams, harness the
collective intelligence of groups, and make a
memorable mark.
Guest speakers: Jo Miller, CEO and Selena
Rezvani, VP of Consulting and Research, Be
Leaderly
44. Discussion Questions
1. Think of someone in your organization who took on a
“stretch” successfully. What made their stretch a success?
2. What makes you hesitate to take on a stretch assignment?
3. What would be the #1 career benefit for you - if you led an
important stretch opportunity?
4. What will you do to:
a) Position yourself for a stretch opportunity
b) Make a pitch & negotiate the terms
c) Deliver
d) Translate the experience & promote successes
Editor's Notes
According to research from McKinsey &
Company, people who get advice from managers
about how to advance and who land stretch
assignments are more likely to receive raises.
- Women In The Workplace Study 2016, McKinsey & Co. and
Lean In, Sep. 26, 2016
Similar research from Korn Ferry names stretch
or rotational assignments as the most valuable
experiences for career development, ahead of
action learning, mentoring, relationships, 360°
assessments, exposure to more senior leaders
and formal classroom training.
- Planning a leadership development journey, Korn Ferry, 2014
A separate survey of 823 international executives
- “21st-Century Talent Spotting,” Harvard Business Review,
June 2014
Out of the Comfort Zone: How women and men size up stretch assignments — and why leaders should care.
https://beleaderly.com/stretch-assignments/
Out of the Comfort Zone: How women and men size up stretch assignments — and why leaders should care.
https://beleaderly.com/stretch-assignments/