<![CDATA[inclusiq - Blogs & Vlogs]]>Thu, 12 Dec 2019 19:34:04 +0000Weebly<![CDATA[Stakeholder Impact Analysis (How to Improve Relationships)PART 2]]>Wed, 11 Dec 2019 10:30:00 GMThttp://inclusiq.com/blogsandvlogs/stakeholder-impact-analysis-how-to-improve-relationshipspart-2
If you’ve not yet completed a STAKEHOLDER MAP... stop and go back and read PART 1 ‘Stakeholder mapping techniques' first.

So you’ve got your map… and you know your stakeholders. Now you need to know how to use their INFLUENCE to progress your career.  I’m going to help you understand stakeholder impact that will improve how you’re influencing others at work. 

I’ll include a stakeholder analysis examples that will help you improve stakeholder engagement. A stakeholder engagement plan/stakeholder management plan really does make stakeholder relationship management much easier. 

Each of the people you’ve drawn onto your stakeholder map has their own stakeholder map too! The way you build YOUR  map and circle of influence wider is by answering ‘What is the relationship between all these people’?

Sometimes you’ll get what I like to call ‘slow to warm up’ people. We all have these people. The ones who are difficult, the ones who don’t get your awesome jokes, even the ones who’ve seen some of your mistakes. These people are not lost causes. Yes, it’s going to take more time, but one of the best ways to get to them is not by doing a song and a dance for them yourself, but involving other people in one of two ways or what I call ‘Stealth Influence’.

I’ve got two simple ways that use either your influence or other people’s… and trust me, these techniques work!
If you want to advance your career, you need to know WHO can influence your career, and HOW they influence each other.

1. Get someone who they like or admire to sing your praises
One client had a detractor, John who was dubious about her appointment to the firm. She didn’t waste much of her time impressing him. Instead she worked to impress the people who influenced John. That meant that it was harder for John to hold a negative judgement of her when he’d hear ‘Sarah’s a breath of fresh air!’ or ‘You wouldn’t believe the great idea Sarah came up with in our last meeting!’  John eventually got on board and they worked better together, not because he loved her himself, but it just became harder to ignore all the praise she earned from colleagues he did like.

2. By helping “Mr. Slow to Warm up” look good to their own stakeholders
Credit the good ideas they do have publicly. People love getting credit, and if you can be the person who sees their genius, they’ll likely thaw a bit with time. This isn’t about lying, but finding the kernel of a good idea out of their lips when you hear it, and passing it on to senior people as their idea.
All of this influence by stealth is very powerful stuff… and I’ve seen many promotions won by to this technique.

Set yourself a goal of raising your scores with people, even just a single point at a time. You’ll get that promotion in less time than you think - simply by being strategic about how to approach the right stakeholders.
I wish you every success in your stealth influencing. 
It does take work.. But I promise it will be worth it… because remember … no one cares about your career as much as you do. 

If all that stealth influencing is getting you closer to that promotion, you’ll want to download my guide ‘How to get a Promotion in 8 Steps’. It’s jam-packed with all the advice that’s helped 100s of clients get the careers they want. 
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<![CDATA[Toxic Workplace Behaviours]]>Tue, 10 Dec 2019 16:00:00 GMThttp://inclusiq.com/blogsandvlogs/toxic-workplace-behavioursToxic workplace behaviours emerge in many workplaces - and if you’re working closely with toxic coworkers - it can be hard to stay motivated!
Today I’ve got three ways that will stop that bad behaviour from toxic work colleagues in its tracks.

I am Dr Suzanne Doyle-Morris, founder of inclusiq and I’m talking about toxic work behaviours and how to deal with those toxic people at work.
Working in toxic workplace environment can be challenging.  First thing to understand is that toxic behaviour, whether it’s inappropriate jokes, bullying or even harassment, is often the effect of overconfidence. 

Let’s be clear, it doesn’t mean your toxic colleague is full of self-esteem. It just means they’ve not been challenged on this behaviour before, because most of us let it slide, so they become overconfident.

By the end of the video, you’ll know exactly how to handle a toxic environment at work and deal with toxic people at work.
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<![CDATA[Stakeholder Mapping Techniques: Find the People who can Influence your Career (PART 1)]]>Wed, 04 Dec 2019 10:30:00 GMThttp://inclusiq.com/blogsandvlogs/stakeholder-mapping-techniques-find-the-people-who-can-influence-your-career-part-1 Picture
So in order to help progress your career, you need to identify the people you’ll need to impress and build the best relationships with. There are a variety of stakeholder engagement methods including stakeholder mapping. Stakeholder mapping techniques (aka stakeholder analysis, stakeholder mapping, stakeholder management) are an excellent way to learn how to influence stakeholders. If you follow these techniques, then I guarantee your career will grow.

For those who hire me to work with their middle management women, 9 times out of 10 those women have had a promotion within a year - using this method to start off our work together.

Hard truth time.  Every single one of us gets hired, fired or promoted based, not on what we think of ourselves, but on what other people think of us. You can think you’re awesome, but if no one else agrees - that a far bigger problem than ‘believing in yourself’ or ‘being confident.’ The truth is we all have, and we all need stakeholders and you’re going to need to manage them. That applies to the most junior people all the way to the top. That’s where a good old fashioned stakeholder map becomes so useful. This is an exercise I do with all of my clients in one of the first sessions.

Stage 1
Grab a piece of paper, and two different coloured pens if you’ve got them. Put yourself right in the middle. So just like any good tv chef says: ‘And here’s one I made earlier!’ which I’ll use to illustrate my points.






Stage 2
Start to put people’s names around you, starting with whom you most closely work. Your peers, your boss, any direct reports you may have. Don’t be shy, use initials - otherwise you’ll be where many of my clients are when try to differentiate between all the Mark’s, John’s and Harry’s they work with, which happens a bit when you’re working in a male-dominated field. Between you and them, draw a solid line.

Now think about how good the relationship is. 
1 = LOW. For example: ‘I pray for this person to get found out for the twerp they truly are.’ 
10 = HIGH. For example:  ‘I’d let this person watch my small children.

Stage 3
Now you need the other coloured pen.
Put a separate number based on how important this person is to your career advancement. 

1 = LOW. For example ‘nice to see in the hallways, but has no influence’ 
10 = HIGH. For example ‘if this guy’s not bought in, nobody’s bought in!’’

Yours might be a:
3 for the person on whom you rely for information,
7 for the colleague who has influence and has talked you up to others
9 because they are leading a team you’d like to join.

TOP TIP
A 10 is not necessarily your current boss, it might be someone influential in a team where you’d like to go. Similarly a 1 is not the most junior minion at the office. It’s just someone on whom you are not currently reliant on loving you for a promotion

Stage 4
So by now you are noticing a wide range of scores. And your priorities about who exactly you need to target should be clearer. So now’s the time to build the 1st score based on the importance of the 2nd score. 
So from this you can see while ‘KS’ is a 7, I need to improve that relationship because he’s a 9 over here. Similarly, you can see while ‘JF’ and I practically live in each other’s pockets, I don’t need to improve the relationship further at this point, as she’s not going to influence my next promotion.

As you look at your own map, you’ll see new priorities for your career progression emerge.

Okay, so while we’d all like to think everyone would be a 10 on the first score, we all have some real stinkers.

I’m an optimistic realist, so I’m not going to tell you to move them all up to 10s. For some people, that would feel fake or make your skin crawl to get to know them better!
The question for you is ‘What could I do this week to move them up even one point?

TIP FOR WINNING OVER THE OFFICE BULLIES
Clearly you’re not got to get this person to a 10, but if you focused on improving even from a 1 to a 2, you can make headway. Why? Because if they are the office stinker, no one else wants to put in the effort. More than one of my clients has developed an advocate with a colleague no one really liked simply because they gave them some attention. 

I know this is a lot to take in, but it’s so completely and utterly worth it. It’s amazing how much simpler things look once you’ve mapped them out on paper. 

Once you’ve got your head round your stakeholder and which relationships you want to start working on, then check out  PART 2: Stakeholder Impact Analysis.

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<![CDATA[Stuck in Career Rut]]>Tue, 03 Dec 2019 16:00:00 GMThttp://inclusiq.com/blogsandvlogs/stuck-in-career-rutSTUCK IN CAREER RUT // Feeling stuck in career is a common problem. 
We’ve all, at one point, felt stuck in a job or felt like we were in a career rut. Getting yourself OUT of a rut can feel daunting - but don’t worry we’re here to help! 
If your career rut is making you question everything about your current job - STOP RIGHT THERE.

Don’t stay stuck in a rut.  Answering the 3 simple questions will help you figure out whether you’re in the right place or if it’s time to move on.

So grab a cuppa, a notepad and pen, and click play on today's video. This will take less than 10 minutes... and trust me, they'll be well spent minutes. Answer these questions HONESTLY about your current job. The answers will not only help you decide whether it’s time to move on… but my last bonus question is going to help you avoid making any big mistakes in considering a move.

​Getting out of a rut will definitely feel more manageable once you watch this!
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<![CDATA[Impressing your Boss (Get Noticed for all the RIGHT reasons)]]>Wed, 27 Nov 2019 10:30:00 GMThttp://inclusiq.com/blogsandvlogs/impressing-your-boss-get-noticed-for-all-the-right-reasons5659917
Do you want to start impressing your boss, influencing others at work, or you want to know how to make your boss like you or improve your relationship with your boss? Impressing your boss - it’s the simplest way to not only get ahead but it can also set you up for bigger things if your boss moves and either their spot becomes available or they take you with them to a better opportunity. Either way, It’s hard to meet someone who doesn’t want to impress their boss.I bet if you thought about it, your relationship with your boss could do with a bit of work? That's definitely true for my coaching clients, many of whom, I've given the following tips to help them impress their boss.

There are THREE LEVELS to impressing your boss. 

Level 1: DO YOUR DAY JOB WELL
So the first thing is to do you day job well. That’s a basic, so I’m not going to spend any time on it. It’s ground level stuff when it comes to impressing your boss. The only reason I’m mentioning it all is how many frustrated senior leaders I speak to who say ‘He only started a few months ago and is already asking about promotion!’ or the equally popular ‘She’s asking what extra she can take on, but she’s not even doing the basics well yet!’. That exasperates and isn’t going to get you anywhere quickly. Enough said.

Level 2: ASK YOUR BOSS ABOUT THEIR PRIORITIES
If you want to impress your boss, ask them about their priorities and routinely. Questions such as ‘If I could only focus on 3 things for you, what would they be?’. This is about getting your boss to prioritise what’s important to them, not just to you. Then revert to step 1 and do those things really well. The reason I’m asking you to check in routinely is because, just like everyone’s life: priorities change based on what’s going on in the company, the market, for clients or other stakeholders. So you’ll need to be flexible. If the second time you ask them, they give you a different priority, then don’t try to additionally take it on to the first list. Maintain your boundaries and say ‘Okay, thanks for the update on the situation. Compared to last month’s priority list of X, Y and Z - what’s now a nice to have rather than a priority’.   This is a key one, and particularly overlooked by a lot of women who simply say ‘Yes’, to every new request until they are trying to do it all - rather than focusing on a few priorities.

Level 3: TAKE AWAY THEIR STRESSES
The third piece in impressing your boss is to help them get ahead of the stresses their job causes them. Impressing your boss is a bit like dating, in that you always remember the people who go above and beyond. Anyone can take you to a movie and buy a tub of popcorn - extra butter please. That’s Level 1 stuff. But it’s not particularly memorable! It’s the ones who go beyond what your expecting in how considerate they were that you remember.  It’s interesting what you can glean from a conversation where you ask the simple: ‘What keeps you up at night?’ or ‘What headaches could you do without?’ Remember, they too have a boss with their own priorities. Helping them sort out in their own head  most important to them is a great way to impress your boss. Even just asking ‘What would it mean to you if you achieved that thing?’ If you can focus on helping them manage their daily headaches, you’ll not only impress your boss, you’ll turn them into an advocate.

BONUS TIP
Now I’m going to share my favourite move with a pen that will impress your boss and show them you're serious. When you ask these questions, starting with asking about your boss’s priorities, write down their answers in front of them. It’s remarkable to me how frequently we ask questions, but don’t show the person who answered that we’re going to do anything with it. If I answer a question you ask and you just ‘remember it’, I have to hope you have a blooming good memory! However, if you take the time to write down my answers in front of me, it subconsciously sends me the message that you’ll do something with what I told you, and that’s impressive.
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