astra domain was triggered too early. This is usually an indicator for some code in the plugin or theme running too early. Translations should be loaded at the init action or later. Please see Debugging in WordPress for more information. (This message was added in version 6.7.0.) in /home/studyfoxx/public_html/proactivetraining.com.au/news/wp-includes/functions.php on line 6131\n\tThe EVP of a global packaged food company wanted to get to know some people. These were promising managers, who had everything he wanted in future leaders. He also realized that visibility was key to getting these managers into next-level positions.<\/p>\n
\n\tHe organized a dinner at his own home, during a visit from European executives. What a perfect opportunity! Great talent could mingle with top leadership in a social setting.<\/p>\n
\n\tIt was a disaster.<\/p>\n
\n\tThe managers were intimidated, barely spoke, and faded into a tight knot together until the evening was over. The leadership team went back to Europe, entirely underwhelmed. What a disappointment for the EVP who set it all up.<\/p>\n
\n\tPresence<\/em> (https:\/\/bit.ly\/33S4CyY<\/a>) <\/strong>and how we show up, isn’t just about you. It’s also about the leaders who are looking for—and hoping you are—the next great asset to the company. No matter your position, leaders want you to show up.<\/p>\n \n\tIn addition to budgets, strategy, and clients, leaders are responsible for people. Do we have the talent we need? Are people engaged and excited about our work? Who will come up with the next great idea? If you are one of those people, great leaders are thrilled and relieved to have found an asset in your talent.<\/p>\n \n\tLet’s first look at what gets in the way of making those positive impressions.<\/p>\n \n\t“I DON’T WANT TO BOTHER THEM”<\/strong><\/p>\n \n\tOne of the biggest misconceptions that gets in the way of connection to leadership is the refrain, “They’re so busy! I don’t want to bother them.”<\/p>\n \n\tYes, they are very, very busy people. They also want to know what’s going on.<\/p>\n \n\tJim Flynn, managing partner for law firm Bricker & Eckler (https:\/\/www.bricker.com\/<\/a>) <\/strong>gave key advice to the attorneys in a nine-month leadership development program led by my company. He shared the story of moving from partner to managing partner, the top leadership position in a law firm.<\/p>\n \n\t“As a partner, I was always around my colleagues and the clients. I knew within an hour when there was an issue, and clients called me directly. I was also the first to hear about uplifting family moments, and nearby to celebrate when a colleague won a case.”<\/p>\n \n\t“The day I moved into the managing partner’s office, there were changes. Many were great, and I was excited to be defining our vision for the future. I also noticed that I wasn’t hearing about personal moments and small victories as often. When I asked why, the answer was always, ‘I didn’t want to bother you.’ Although my schedule is demanding, I want to be part of the life of this firm. And I need those stories when I speak to clients. It helps create connections and a picture of our culture. It also supports me—I’m a human being and want to be connected as much as anyone.”<\/p>\n \n\tHe then reminded the attorneys that for him to contribute to their journey to partnership, they had to take the responsibility to engage with him.<\/p>\n \n\tAs much as we expect leaders to show up and represent entire organizations, we also need to show up for them. How can we do this effectively? Here are a few tips to get you started.<\/p>\n \n\t5 TIPS TO SHOW UP WELL<\/strong><\/p>\n \n\tLEADERS NEED GOOD NEWS, TOO—FROM EVERYONE<\/strong><\/p>\n \n\tFinal emphasis should be made on the fact that you can have an impact, no matter your position, and leaders want to know about that.<\/p>\n \n\tWe work with an international media provider, and its #1 content leader is a woman who makes impossible decisions every day, with millions of dollars in the balance. She once shared with me that her favorite surprise was hearing from an enthusiastic mailroom attendant.<\/p>\n \n\tShe was at the end of a horrible day, in the elevator on her way to a last-minute meeting. A man entered the elevator with a mail cart and recognized her immediately. He greeted her with a smile, said her name, and commented that they were both working late. That made her laugh a little, which was welcome. She asked him what he was up to. He quickly told her about a project that really excited him. He’d discovered an inconsistency in their mail process, and his manager had let him solve the issue. He was happy it was working and saving time. As she stepped off, the interaction gave her a burst of energy she needed.<\/p>\n \n\tTwo days later, she followed up with the leader of Logistics. That little mail project had saved the company $10,000 in the first month of its implementation. It was some of the best news she got all week, and she wouldn’t have heard it if the man hadn’t shared with her. She sent him a thank you note, and they have been friends at work ever since. She always looks forward to running into him. She also made sure he got the next promotion he was up for.<\/p>\n \n\tKaren Hough is the founder and CEO of www.ImprovEdge.com<\/a>, a company that builds adaptable, flexible, improvisational leaders and is in the top 1 percent of U.S. women-owned businesses. She is an Amazon #1 bestselling author, winner of multiple awards, and a Yale grad. For more information, visit: https:\/\/www.linkedin.com\/in\/karenhoughimprov\/<\/a><\/em><\/p>\n<\/p><\/div>\n<\/div>\n<\/div>\n Here are five ways to do it well. Article Author: Karen Hough, Founder and CEO, ImproEdge.com The EVP of a global packaged food company wanted to get to know some people. These were promising managers, who had everything he wanted in future leaders. 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