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Build Your Brand as an Emerging Leader with Jo Miller, CEO, Women’s Leadership Coaching, Inc. JO MILLER. @ jo_miller. CEO of Women’s Leadership Coaching, Inc. Helps emerging leaders create a roadmap for their career advancement.
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CEO of Women’s Leadership Coaching, Inc.
Helps emerging leaders create a roadmap for their career advancement.
A leading authority on women’s leadership, Jo delivers more than 60 speaking presentations annually to audiences of up to 1,200 women.
Has traveled widely in Europe, Asia Pacific, and the Middle East to deliver keynotes and teach workshops for women’s conferences, professional associations, and corporate women’s initiatives.
You can’t get a higher level job without leadership experience…
But you can’t get experience without the job.
- General Manager,Software Industry
Why are you here?
Goal/s for the workshop
Something we wouldn’t guess about you…
“Be authentic about your own leadership style. Don’t try to change it.Own it. Communicate it. Put a value on it. Put a brand on it.”
- Dr. Rohini Anand,SVP, Global Chief Diversity Officer, Sodexo
“I'd like to believe that I'm known as one who identifies, nurtures, and catalyzes talent, that gets things done with both courage and compassion.”
The change agent
Go-to person for strategy
Entry-level brandsValuable contributor. Team-player. Specialist. Go-to person.
Mid-level brands Strategist. Innovator. Change agent. People motivator. Project leader. Subject matter expert. Fixer. Turnaround architect.
Senior-level brands Visionary. Thought leader. Leader who develops leaders. Rainmaker. Charismatic leader. Quiet Leader.Delivers results.
“When I'm in the throes of a difficult decision, I often go back to that (brand) statement, and test my reaction to the situation by the statement. Does my reaction measure up to who it is that I represent myself to be?There have been moments in which I was going to pursue a course that was not particularly courageous but was expedient; and I realized that that was not what I stand for. I regrouped and refocused and proceeded in a way that was more courageous.”
Results = Reward + Recognition
+ Make them visible
Women who have outstanding careers get there with a reputation for delivering results
“Make something great happen. No one tells you to do it, but they appreciate the results.”
- Nina Bhatti,former Principal Scientist, HP Labs (now startup founder)
AKA Your “Sphere of Influence”
“It’s not enough to have a bright idea. I have seen too many projects led by great, passionate people fail because they tried to be the lone influencer. You have to get the right people in the boat with you. You have to engage the entire human fabric.”
Sophie Vandebroek, CTO, Xerox
“What drives and sustains successful female leaders?”
“People with strong networks and good mentors enjoy more promotions, higher pay, and greater career satisfaction”
With whom will you build relationships?
How will you build those relationships?
Attend end-of-quarter BBQ. Follow-up to request an informational meeting.Arrive early/stay late for staff meetings. Investigate volleyball team.
Invite for lunch/coffee.
Ask HR for invitation to next executive coffee klatch.
Sue G.Andy L.
Sue’s right hand
“There is a special kind of relationship—called sponsorship—in which the mentor goes beyond giving feedback and advice and uses his or her influence with senior executives to advocate for the mentee. Our interviews and surveys alike suggest that high-potential women are overmentored and undersponsored relative to their male peers—and that they are not advancing in their organizations.”
Why men still get more promotions than women- Harvard Business Review
“A sponsor is someone who will use their internal political and social capital to move your career forward within an organization. Behind closed doors, they will argue your case.”
Cindy Kent, VP/GM, Gastro/Urology Therapies, Medtronic
Senior leader with influence
Familiar with your strengths
Has a track record of developing talent
Provides exposure opportunities for protégés
Provides ‘air cover’ from negative or damaging publicity.
“Are all your advocates in the management chain directly above you? I recommend that everyone have three to four advocates outside of their direct management chain.”
Michelle Johnston Holthaus, GM, Channel Platforms and Strategy Division, Intel
Make your value visible
Observe the protocols: how does sponsorship work in your organization’s culture?
Ask which leaders have a strong track record of developing talent
Network across your organization and beyond your direct management chain
Look for exposure opportunities to work with or work for senior leaders
Have clarity about your career goals
Share your career goals with your leaders.
The Informational Powerhouse
Includes free four-part video series, How to Build Your Brand as an Emerging Leader
What is the most important thing you are taking away form this workshop?
“There is nothing untoward about being honest about what you do well. Your company cannot fully appreciate how to leverage you as a resource if the company does not have visibility into what your unique talents are. So, don't deny that of your company.
Get out there. Make sure that people see you. Make certain that they know what you do well. And while you're doing that, make sure that you're lifting some other people up as you climb.”
- Claire Babineaux-Fontenot,
Chief Tax Officer, Wal-Mart