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Butting Heads With the Boss: Speak Your Mind Without Regretting It
KANSAS CITY, (SLFP.com), August 26, 2007 - Telling your boss what you think - and why - can sometimes make or break your progress up the career ladder. So why do it?
"Providing insightful feedback and ideas to senior leadership allows up- and-coming managers to position themselves as thought leaders, increasing their value to the organization and opening the door to career advancement," says Sharon Daniels, CEO of AchieveGlobal (www.achieveglobal.com), an international training and consulting firm with a leadership development practice.
If you ask Stefanie Phillips, an account supervisor with RFB Communications Group, a Tampa, Fla.-based public relations agency, voicing her opinions to the boss is all about presentation. "I start by saying something positive about her idea, then switch gears to explain my viewpoint and make a case for it. I might say, 'that's one idea, but what if we tried this, and here's why.'"
Certainly, standing up to those who can control your corporate future is tricky. But the payoff is undeniable.
"In such a fast-paced business environment with so much at stake, top leaders depend on collaborative relationships and candid discussions about what will help the business succeed and grow," says Daniels. "The best managers understand the value they can bring to the organization and look for appropriate ways to articulate their ideas."
Phillips recalls a time when she convinced her boss to bring junior account executives to client meetings. "She believed that employees at this level lacked the business savvy to contribute productively to meetings, giving clients - who pay for our time - the impression of poor budget management."
Acting on her belief that junior executives develop faster when charged with significant responsibility early on, Phillips used her diplomatic approach to explain her idea to her boss, and offered to prep one of her direct reports before a meeting. As she and the president sat with bated breath, the account executive surprised them both with her professionalism and contributions to the conversation.
The outcome: the junior staff person became a more effective account manager, and the client saw that the agency offered considerable bench strength.
Daniels offers the following tips to help up-and-coming leaders voice dissenting opinions:
- Know your role, and get your house in order. It's critical to show
respect for those ranked both above and below you. In turn, earn
respect by acknowledging your mistakes, following through, giving
others credit and supporting your employees.
- Get results. Establish credibility by achieving results through your
own performance. Build commitment within your work group, win the
confidence of your team and coach them to produce. "The credible
supervisor typically finds it easier to convince others of the value of
new ideas," says Daniels.
- Manage up. All leaders must learn how to communicate productively to
senior management. Learn your boss's style and how he or she likes to
be approached. You'll get a more willing audience for your opinions if
you present them appropriately.
- Provide your rationale. Think the issue through and make your case
thoroughly, particularly if your approach breaks new ground. Be
prepared to defend your rationale, but remain flexible about other
suggestions. "We tell our junior staff not to come forward with a
problem unless they also bring ideas on how to solve it," says
Phillips.
- Follow the chain of command. In a multi-layered organization, present
the idea to your immediate supervisor first for her/his input. Then you
can go together to discuss the idea with your boss - an approach more
likely to result in a productive discussion.
- Keep your eye on the goal. Remember that your objective is to improve
organizational performance, not just to get your own ideas accepted.
Adopting a collaborative approach will position you as an emerging
leader.
When aspiring managers establish credibility, earn respect and choose appropriate times and ways to communicate, it's far more likely that expressing opinions will boost - not bust - their careers, Daniels says.
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Community-Based Job Training Grants Impact Community and Technical Colleges
KANSAS CITY (PRNewswire), August 12, 2007 - U.S. Secretary of Labor Elaine L. Chao has announced the launch of a third competition for President Bush's Community-Based Job Training Grants. Public and tribal community and technical colleges, community college districts, state community college systems and One-Stop Career Centers will compete for awards totaling approximately $125 million.
"America's community and technical colleges play a vital role in preparing workers for successful careers," said Secretary Chao. "This new emphasis on incorporating regional economic and workforce strategies will make the skills training and education provided even more effective in helping workers succeed."
Over the past two years, approximately $250 million has been awarded to 142 community colleges in 45 states to promote the development of the U.S. workforce's full potential. This year, one critical element has been added to the competition: integration with regional economic and talent development strategies. Applicants are expected to develop and implement plans in partnership with business and industry, the workforce development system, and educational institutions from K-12 schools to universities.
"This competition will position community colleges as places where economic and talent development efforts pay larger dividends for regions across the country," said Assistant Secretary for Employment and Training Emily Stover DeRocco. "Selected community colleges will not only prepare lifelong learners for the 21st century economy but also become more integrally involved in regional economic development."
A competitive Solicitation for Grant Applications appears in today's edition of the Federal Register and can be accessed online through www.doleta.gov/sga/sga.cfm. This competition will remain open through October 10 with awards to follow.
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