So, you started a new job, fantastic! But if you're an ambitious go-getter, you're already thinking about how to get to that next level and achieve success. Your company is highly competitive, and there are talented people, some with more experience than you, on your team and throughout your department. How do you stand out and make a name for yourself? What does it actually take to truly excel? What is it that the people that get promoted seem to know that you don't? The truth is, career success is less about what you know, but rather what you do with it. Having the right skills will get you in the door, but your ability to successfully navigate your work environment determines how far you go. Below are a few tips to get you heading in the right direction:
The truth is, career success is less about what you know, but rather what you do with it. Having the right skills will get you in the door, but your ability to successfully navigate your work environment determines how far you go. Below are a few tips to get you heading in the right direction:
1.Get to know your position well, and execute with excellence.
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Seems pretty basic, right? But too often, we walk into jobs looking to level up without first building a strong foundation of performance. Your work product is an objective basis on which you can be judged, so make sure it speaks highly of you. If your job offers free courses to help you further build your knowledge, take advantage! If there are subject matter experts in your department who can share useful tips and tricks, learn from them. This not only helps you to continue expanding your knowledge base, but also establishes relationships with critical members of your organization.
2.Speak up in meetings.
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You can be awesome and have all the expertise in the world, but if no one knows, it doesn't matter. Speaking up to share knowledge, offer new ideas, and ask (or answer) complex questions allows you to gain the attention of those in the room and shows what you can contribute. You don't even have to speak up to make your own point or suggestion. You can bolster or reiterate a point made by a colleague and still garner some head turns.
3.Take initiative and find ways to add value.
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Once you've gotten a good handle on your role, start identifying areas for improvement. Whether there are processes to streamline, reports to automate, measures to reduce costs, don't wait for someone to tell you there's work to be done. Identify these projects yourself and start taking action.
4.Work your relationship with your boss, and then their boss.
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The person you always want in your corner is your immediate boss. They are the person who can make or break your next move because they are seen as the closest to you and your work. If a new project comes up for you, your boss may get asked for their thoughts before it's even brought to you. So even if you aren't best friends, make an effort to establish a good working relationship. And then take it up a level. Get to know your boss' manager. Yes, they have insight that you can learn from, but let's be honest, they also have more power. So set up informal coffee breaks or lunches. Collaborate with your boss to present deliverables you've been working on. Create that connection so they can keep you in mind for bigger opportunities your immediate boss may not be aware of.
5.Become the problem-solver.
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Or as I like to call it, the "solution architect". Every organization has a "fixer", the person they call when something is broken, when they have an issue that no one else knows how to solve, or they've received a directive and don't know how to approach it. Seek to become that go-to person, the Olivia Pope of your department, if you will. Being that solution architect will facilitate you getting pulled into high-visibility projects and strategic initiatives because your colleagues, as well as your senior management, will be aware that you are the one who can not only get it done, but get it done right.
6.Go where the decisions are made.
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We all know that some of the most important decisions in business are made OUTSIDE of the office. This means you need to be in attendance for the non-office events. Whether it's going to lunch with the team, happy hours, holiday parties, or offsite events, make the effort to be present. It allows you to network and grow relationships with your coworkers and senior management. It also ensures you are part of key conversations in real-time and have the opportunity to offer valuable input.
7.Volunteer for the unconventional projects/assignments.
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While it is tempting to focus on work efforts on what's comfortable for us, a great way to get your name buzzing is to be the person who takes on the work that other people shy away from. Being willing to walk down the unbeaten path and deliver on the tough, unsexy projects showcases your leadership qualities, ability to make difficult decisions, and your depth of expertise.
8.Find a sponsor/advocate.
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Please keep in mind that a sponsor and mentor are not the same thing. One individual can serve both roles, but they are not one and the same. A mentor is someone who offers guidance and advice to help you on your career journey, many times leveraging their own personal experience. A sponsor is someone who has achieved a certain level of success in your company, and is willing to advocate on your behalf, open doors for you, and connect you to the right people. A sponsor will vouch for your skills and may have the "juice" to get you into positions that may have been difficult to secure otherwise.
For more information about Julia Rock, check out Rock Career Development or follow her on Instagram.
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Originally published on November 4, 2019
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The origin of the word "discipline" can be traced back to the Latin word "disciplina," which means "instruction" or "teaching." Over time, however, discipline has come to be synonymous with punishment, with parents relying on shame, fear, and/or physical pain to curb undesirable behavior.
Teaching takes time, so nipping it in the bud in whatever fashion parents deem necessary (within reason) has become the norm. But is this what’s best for children? And when does it become less about curbing undesirable behavior and more about getting our licks back for offenses we feel our children should know better to do?
In my work as a parenting coach, I’ve often heard parents say, “I asked him nicely three times before spanking him. He didn’t stop doing it until I did, so clearly talking doesn’t work.”
And the parent isn’t wrong. Talking often doesn’t work the first, the third, or the even the 10th time. And the reason is directly tied to brain development.
Children cannot and do not process information the way an adult can. Auditory processing is not fully developed until a child is 14 or 15 years old. And even then, if a child has auditory processing delays or Auditory Processing Disorder (APD), they may always struggle with processing auditory commands. According to Susie S. Loraine, MA, CCC-SLP, the term auditory processing refers to how the brain perceives and interprets sound information. Several skills determine auditory processing ability—or listening success. They develop in a general four-step hierarchy, but all work together and are essential for daily listening.
Without this understanding, discipline can easily become revenge because parents will then view their child’s misdeeds as a personal slight. Instead of teaching them to do better, parents now want to show them the consequences of not doing better. This is why it's imperative for parents to discern between discipline and revenge to maintain healthy relationships with their children.
5 WAYS TO DISTINGUISH BETWEEN PARENTAL GUIDANCE AND RETALIATION:Â Â
​Understanding The Intent
Discipline is rooted in love and concern for the child's well-being. It focuses on teaching lessons and helping children understand the consequences of their actions. Conversely, revenge-driven actions stem from a desire to inflict pain or punishment as payback for perceived slights or disobedience. Parents should reflect on their motives before taking disciplinary actions. Ask yourself whether your intention is to help your child learn or to make them suffer for upsetting you.
Example: If a child accidentally breaks a valuable item, a disciplinary response would involve discussing the importance of being careful and working with the child to come up with a way to replace or fix what they’ve broken. On the other hand, a vengeful reaction might involve yelling, harsh punishment, or bringing up past mistakes to intensify guilt.
​Maintaining Emotional Regulation
Effective discipline requires parents to remain calm and composed, even in challenging situations. It's natural to feel upset or frustrated when children misbehave, but responding with anger or resentment can escalate the situation and blur the line between discipline and revenge. Before addressing the issue, take a moment to breathe and collect your thoughts.
Example: If a child cannot follow instructions, a disciplined response would involve calmly explaining why their cooperation is necessary in working with the child to accomplish the goal. Conversely, a retaliatory response might involve shouting, name-calling, or resorting to physical punishment out of anger.
​Promoting Growth and Learning
Discipline should always aim to promote growth and learning. It involves guiding children toward making better choices and understanding the impact of their actions on themselves and others. Effective discipline strategies include positive reinforcement, setting clear expectations, and providing opportunities for reflection and growth.
Example: If a child repeatedly forgets to complete their chores, a disciplinary approach would involve discussing the importance of responsibility and finding solutions together, such as creating a chore chart or setting reminders with Siri or Alexa. In contrast, a revenge-driven response might involve imposing overly harsh punishments or belittling the child, which can undermine their self-esteem and hinder their ability to learn from their mistakes.
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Building Trust and Communication
Trust and open communication are essential components of a healthy parent-child relationship. Discipline should strengthen this bond by fostering trust and encouraging children to confide in their parents without fear of judgment or retaliation. When children feel safe and supported, they're more likely to accept discipline as a form of guidance rather than punishment.
Example: If a child admits to breaking a rule or making a mistake, a disciplined response would involve listening to their perspective, discussing the consequences of their actions, and working together to find a solution. Conversely, a retaliatory response might involve accusations, blame, or shutting down communication, which can erode trust and damage the parent-child relationship.
Seeking Professional Guidance
Parenting is a learning journey, and, disciplining children is a delicate balance between guiding them toward responsible behavior and nurturing their growth. By understanding the intent behind our actions, maintaining emotional regulation, promoting growth and learning, building trust and communication, and seeking professional guidance when needed, as parents we can help our children built on love, respect, and understanding.
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