I’ve been casting my mind back to all the people I was in touch with during the writing of Mothers Work! Samantha was/is an HR manager, one of the first contributors to my book and a woman intent on developing her career. One of Samantha’s first comments to me described how she felt she was being sidelined at work since adding parenting to her skill set. This being the time of year for re-writing performance development plans and signing off last year’s I thought sharing some ideas on showing your colleagues you’re still a player could be useful and inspiring. Do let me know what you think and add your thoughts on the blog for others to get energised by.
Secure and spend time with a mentor
Why? Because typically they’ve had some experiences which may be valuable in helping you shape your career. You may have a really supportive line manager but what the mentor can do is take a step back and talk bigger picture. Mentors are focussed on the future and supporting you in finding ways to develop yourself without the prejudice of past performance ratings or the blinkering effect of what you do day to day in your job currently. If there’s someone in your field outside your organisation who’s a source of inspiration or a model of what success means to you, approach them too. Why? Because they’re going to be able to give you an even broader perspective on your career and put you in touch with people and ideas you may not have got elsewhere. Letting your line manager know something of your mentoring relationship sends a strong signal about your desire to progress. Perhaps you came across someone during Christmas party season who could take the prized role of being your mentor? And finally, if you’re in an organisation where there are few women leading the way upwards, a respected, open-minded male mentor could be more useful than a female.
Make time for extra-curricular activities
Whilst we’re on the theme of Christmas parties (if you’re pulling a face I understand – you’re one of masses of working parents who’d really rather not go there. At all) there’s a feeling among career development specialists that this sort of extra-curricular stuff can be really valuable. I’m one of them. Forget drinking to the hilt, late nights, missed trains home and photocopying your bottom (did anyone really ever do that except in cheap office sitcoms?) because I know you probably don’t want to do that anyway. The next time a work social comes up think ‘couple of hours’, ‘meet people I don’t usually’, ‘talk to that person who might have a role for me’, ‘find out what’s going on in other teams’ and if you’re currently on maternity leave ‘show my team I’m intent on coming back.’ You don’t have to stay long or late at any professional social, just being there sends a signal and could deepen or broaden your connections. I know there’s a tension with home life but where there’s a will there’s a way.
Secure a stretching assignment
People at the top of the organisational tree have typically experienced many stretching assignments throughout their career – a move out of the comfort of the business function they’re trained in or a period overseas or turning around an under-performing part of the organisation for example. What may be even better than asking for such an experience is to identify something yourself and pitch for it. (Have a peek at pages 57-59 for the psychology of asking for what you want). A mentor could help you identify what a suitable stretch assignment could be and if yours is a parent, may be able to offer some guidance on how they marry up work and family life. If you’re shuddering at the thought of a stretch assignment and don’t want to go anywhere near the top of a tree (save for perhaps staying home and building something akin to what John Mill’s achieved in the 1960 Swiss Family Robison film) your response is valid; not everyone wants this – man or woman, parent or non-parent. If you do want to go beyond the role/level you’re currently at then signal that desire often is a way to keep any fusty-thinking colleagues from assigning you to the ‘mummy bench.’
I wanted to keep this post relatively short so I’m going to skip briefly through two other ways to show your team you’re still a player – ask for specific feedback on your performance (if you weren’t botherd about progressing you wouldn’t have asked) and secondly it really does pay to be productive during core hours then go home. There aren’t many prizes for presenteeism.
COACHING FOR YOU
As ever I’d be delighted to hear from you – whether that’s to say a quick hello or to start a conversation about how coaching can give you a boost. About half of my clients pay their own coaching fees and the other 50% secure funding from their organisation or other sponsor. I’m always happy to approach clients’ employers with a coaching proposal that explains the benefits and sets out the what, how, where and when. You may be interested to read our Compelling Case for Maternity Coaching paper – free to download from the site.
Motheringly Yours,
Jessica
