There’s one big career limiting mistake that I see smart professional women make all the time. And we need to talk about it.

I’ve made this mistake along the way and it’s a trap that the high-performing career women that I work with also face.

There’s a false belief that because we’re high performers and we deliver results every time…our work should speak for itself. 

Makes sense, right? 

Because it’s THAT good.

Our work is of high quality

It hits the mark.

Correction…it exceeds the mark.

And for that we should be recognized. People should see what we do and opportunities should open up so that we can move on to the next thing. Rinse & repeat.

And I’ll tell you, that was my M.O. for years.

If you have this way of thinking too, you’re putting yourself at risk of never realizing what you’re truly capable of. 

Let me explain.

First thing I’ll say is that when it comes to stepping into your next level of leadership at work, results do matter.

I’ve led many succession planning sessions with hiring decision makers and if a candidate isn’t delivering results or not creating the impact required in the job they have today, they don’t even stand a chance.

Results are baseline for even being in the conversation.

If that’s where you’re at and you know (or been told) that you need to up your results, then do that first. Get clear on what the expectations are and get it done.

Where our mindset about results becomes flawed is by believing that producing great results equals opportunity, being noticed, having a bigger impact, and elevating to that next level of influential leadership. 

It doesn’t actually work like that.

Leadership Brand = Results + Relevance + Relationships

One thing I’ve learned is that there are 3 elements to building a strong, clear, and credible leadership brand. Results are just one slice of the leadership pie.

Results

You do need to create excellent results AND put yourself in a position to share them with people who should know what you’ve done. Expecting your boss or other decision makers to “just know” isn’t realistic and is a recipe for going unnoticed and being overlooked. 

You have to choose to represent yourself, your work, your team by sharing about the impact you’ve created. 

And in case you’re thinking this, let me say that sharing isn’t about bragging. It really is a communication skill that a lot of high-performers, unfortunately, just don’t have or think about. 

It’s also about being proud of your work. And there’s absolutely nothing wrong with that. 

So, the message is that yes, your results definitely do matter, but they are not the only piece of the puzzle.

Relevance

It’s one thing to produce and create outcomes, but who cares about the results you’re working on? That’s a legit question. Does anyone really care? Who’s invested in seeing your work be successful?

Your answers to these questions leads to the next element – Relevance.

For your work to matter (and for the sake of your brand as a leader), you have to get really good at connecting your outcomes to the bigger goals of the company.

>> How does your work impact or contribute to at least one of the company’s top 3 goals for this year?

>> If you bumped into the CEO in an elevator, could you tell her what the company’s top goals are right there on the spot?

>> Could you share how one of your accomplishments is helping to take the company closer to its goals?

If you don’t know or can’t articulate these things easily, clearly, and confidently, spend time beefing up your business knowledge so that you can demonstrate a clear link between what you do & what matters most.

Relationships

Now this is a big one. You’ve probably heard me say this before…work gets done through people. So, if you want to create results and you want to lead, you better get really, really good at not only building but developing & maintaining your relationships.

Without it, your progression will stall. Period.

When it comes to your professional network, there are several types of relationships you should have. Your boss is an obvious one, but allies, mentors, peers, and sponsors should also show up in your list of connections.

And it’s not enough just to make the connection once. Just like any relationship outside of work, the professional ones take time & energy to nurture and develop. 

Trust me, doing this well can have the single biggest impact on your leadership success.

*****

As you can see, results do matter, but your leadership brand also needs to include relevance & relationships for them to see you in the role you see yourself in next.

When you design your leadership brand with elements of results, relevance, and relationships, not only are you set up to achieve the impact & influence you desire, but you’re also poised to become another good-hearted woman in leadership. 

And we definitely need more of us out there so that everyone can thrive.

So, here’s my question for you, which of the 3 elements do you want to get better at? 

Do you need to uplevel your results? 

Maybe learn more about the business to create relevance? 

Or maybe build your network of relationships?

Comment below and let me know what resonates with you the most.

As always, know that you got this. I believe in you.

Stay well. Be safe.

Cindy xo

 

Did you hear?? 

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Cindy Harvey is a Leadership Coach and Founder of Amelia Dee, a career strategy company for women. She has coached hundreds of clients on leveraging the power of energy & mindset to create success at work as well as designing a magnetic professional brand to make their next career move a breeze.

 

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