Blaggers: 3 Reasons Why They're Stealing Your Next Promotion

All too often I hear from peeved clients that 'blaggers' are stealing their thunder.

'Blaggers', not to be confused with 'bloggers', (as my spellcheck keeps doing) are those people in your meetings who speak openly and candidly about themselves and their achievements.

At times, they twist the truth or in some cases, downright lie.

Whatever you might think about blaggers, there are three crucial reasons why they're getting ahead faster than you:

1. They speak up

2. They're convincing

3. They're 'known'


Let's look at each reason in turn:


1. Blaggers speak up

Blaggers do the first thing right: they share their opinions (however annoying that might be to you).

Speaking up and sharing your ideas are crucial steps if you are serious about raising your profile at work.

The reason why a blagger might steal your next promotion is that he or she is adding what I call 'PIV', or 'perceived intellectual value'. And that word 'perceived' is absolutely vital here because we all know that some blaggers are talking rot, but if those key decision makers aren't affected, or are simply unaware that it's 'rot', then this isn't necessarily an issue.

The crucial point is, blaggers share their ideas (or PIV) with the exact people who can help them advance their careers.


2. Blaggers are convincing

Certainty sells. Most blaggers have a knack of sharing their opinions with vigour, whilst looking people directly in the eye.

Think back to a time when you were looking to hire a plumber to fix a problem in your house. If he sounded unsure as he explained how he'd fix your burst pipe and mumbled his way through the technical details, I bet you didn't hire him did you?

The reason why a blagger might steal your next promotion is that certainty sells.


3. Blaggers are 'known'

People who share their opinions boldly and stand for something tend also to create strong positionings for themselves in the office.

In other words: their direct reports, peers and senior managers come to know about them because they speak up with certainty.

The reason why a blagger might steal your next promotion is that he or she has a profile within your organisation.


In Summary...
Now, I am not suggesting that you start blagging your way around the office willy nilly... or compromise your integrity in any way.

But I am recommending that you stop getting frustrated by blaggers and start to learn from them.

There are many ways to raise your profile within your organisation. Blagging can be done well and help you get ahead. It can also be executed badly and tarnish your reputation.

Observe the people who do it (frustratingly) well.

Notice how they share their views. See how they use certain vocabulary, tone of voice and gestures to give them an added air of credibility. And then watch them become famous around the office.

What are your experiences with blagging?

Are you a blagger? Does it help you raise your profile effectively?

Love to hear from you!

- Rebecca

The Problem Women Have with 'Job Offers'

 

Did you hear the one about the woman who snapped up a job offer of $150k and then cried all the way home?

A 'job offer' is just that: an offer. It is not a final offer.

You may know that many women start their careers financially worse off than men.

To give you an idea a recent UK study, published in the Hecsu Journal Graduate Market Trends, found that 55% of male graduates earned below £23,999 whilst 70% of female grads earned an equivalent sum.

These figures are reflective of global statistics unfortunately and of course set a precedent for women for the rest of their careers.
Women are constantly playing 'catch up' and it all starts with that first job offer.


But Isn't $150k a Lot of Money?

Now, a job offer of $150k might sound remarkable. It might even take your breath away.

But unless you observe the figure in context, you will never know how much more you could have secured.


Stand Your Ground

The mistake many women make is to accept the initial offer and walk away. They feel happy because this decision gives them immediate security.

But what if there was a budget of $220k assigned to the job in question? Haven't you just lost out on $70k?!


You Have Nothing to Lose
Too much rides on your ability to negotiate. Remember, it isn't just your salary today that's at stake, but the incremental effect this particular negotiation will have on all your future salaries as well.


Here are some ideas to give you the strength to negotiate:

1. See your initial offer as just that: an offer.

2. Have a view of what salary you want to negotiate up to.

3. Ask for what you believe you deserve, plus a bit more.

4. Be (a little) flexible.

5. Wait: you should receive an amended offer.

6. Consider it and take your time.

7. Push back again if you need to - focus on the value you add to the organisation: they need you more!

8. Celebrate when you believe you have done all that you can to achieve the outcome you want.

What are your thoughts on this - I'd love to hear your perspectives.

Rebecca

WARNING! Your 'Decision Making' Style is Stalling Your Career!

'Decision making' is a crucial part of leadership. It's not just about making those tough calls, but how you conduct yourself during the process.

Most people naturally make decisions based on three different approaches. The problem is: none of these approaches is especially effective.

As you review these response types, think about which one describes you most accurately:

1. Emotional
An emotional decision maker reacts to how she feels. She gets a sense in 'her heart' that an outcome either feels 'right' or 'wrong' and will be comfortable to arrive at a decision with, or without, any facts.

2. Analytical
Someone who bases her decisions on facts and rational data thinks with her head. Often she will do so with little thought about how she, or anyone else, might feel as a result.

3. Reactive
A poor future planner will make a decision 'in the now' without considering how that decision might fit with the 'bigger picture'. She will tend to make decisions in a reactive manner.


Which one best describes you? Are you a reactive person, or do you rely on your head or heart to make decisions?

The Solution!

Arguably, the reason why each of these approaches is deficient is because they are all too simplistic and operate without a breadth of data.

To achieve this breadth of data, and to make more effective decisions, here are six key factors to take into account when you are next making a big call:

1. Head
Yes, logic is important:
- What do you know for sure?
- What are the facts?

2. Heart
And yes, how you feel is also useful to draw on:
- How does this make you feel?
- Who else do you need to consider here?
3. Intuition
What about your intuition as well?
- What do your experiences tell me?
- What's your gut reaction?

4. Context
How does this situation fit into a longer term time frame?

5. Counsel
Who else could provide an insight and give you an alternate view?

6. Values
Which of your values are you basing your decision making on?*

*This one is such a biggie I am going to write a dedicated post to it!


How do you currently make decisions? Do you tend to rely on one instinctive approach or do you unite many?   What has worked best for you? I'd love to hear; send me your comments below.   Rebecca

5 Strategies to Ensure Your Next Salary Review Meeting Works For You

Your next review meeting - where you will discuss your salary, bonus package, the hours you work and other perks of the job - should already be in your diary.

You might be lucky, and have a manager who is organised and has already scheduled your meeting; many clients however complain that this is not the case for them. Either way, follow these 5 tips to help you achieve success in your next salary review:

1. Get a meeting in the diary now!
2. Be thinking now about what you wish to negotiate: salary; bonus; flexi-time etc.
3. Set expectations early.
4. Be prepared.
5. Don't back down.


Let's look at each of these in turn:


1. Get Your Review Meeting in the Diary, Today

Quite simply, make sure you have a meeting in the diary. It's amazing how many people complain that they haven't had a review in 18 months and yet have never asked for a meeting to be put in the diary. It is your career, remember that!


2. Be Thinking Now About What You Wish to Negotiate

This is your meeting. It is to discuss your performance, your career and your ROI.

ROI stands for 'return on investment': what return do you want for the investment of time and energy that you have given towards your organisation's success?

This is not your manager's meeting, however much you might think it is. Just because he or she has the power to decide how you may be renumerated, it does not follow that they are there to run the meeting.

You must run the meeting. Have your own agenda: decide what you would like to be discussed and agreed upon at this meeting.

- Do you want to negotiate a raise in salary? If so, do you have a sliding scale in mind?
- What other factors do you want to negotiate: car allowance; flexi time; share options; performance bonus?


3. Set Expectations Early

I think it's useful to let key decision makers know what you want well in advance; I am not a big believer in hoping people will be able to read your mind!

So, if you're looking for a promotion this time round, it is sensible to make that clear well in advance. Don't wait until your review meeting to have that conversation. It might be too late. Setting expectations means that hopefully you're on the same page; you don't want to sell why you're worthy of the promotion in your review meeting - your manager should already have been sold!


4. Be Prepared

You must focus your discussion on your results. In other words, what results have you delivered for the organisation? Think for example about the stats behind your accomplishments:

- Have there been sales uplifts under your tenure?
- Have you renegotiated a contract that has cut costs?
- Have you streamlined a process that has reduced time and cost?
- Have any of your team members been promoted under your management?

The more you attribute your requests for higher pay with the value you have added - and continue to add - the easier it will become to achieve the salary outcomes you are looking for.


5. Don't Back Down

If you don't achieve the outcome you are looking for, try hard not to be downhearted.

But whatever you do, don't hide your disappointment. Say you are disappointed. This in itself can change a decision and you may be able to negotiate a deal.

However, it may also make no difference at all. If that is the case, that is frustrating but it doesn't mean you miss you. By backing yourself you will have demonstrated the belief you have in your value.

You could suggest your pay is prioritised next time round, or you might request an alternative means of renumeration (through flexi time for example).

Keep your eye on the prize and continue to ask for what you deserve.

Rebecca

5 Key Differences Between 'Assertiveness' and 'Arrogance'

When I work with clients to help them become more assertive, a common resistance they have is their belief that other people might misconstrue their intention and regard them as 'arrogant'.

For obvious reasons, most people wouldn't wish to be regarded as being 'arrogant' but the fact is, there is a real difference between the two.
Decide for yourself whether you could ever be judged as being arrogant based on these differences:

1.
Assertive People: are open to other opinions.
Arrogant People: believe only their opinion matters.

2.

Assertive People: listen to others.
Arrogant People: ignore everyone else.


3.

Assertive People: state their opinion decisively.
Arrogant People: shout and argue.

4.

Assertive People: act constructively and inclusively.
Arrogant People: dictate.

5.

Assertive People: engage people and draw them towards them.
Arrogant People: push people away.


Now, when you look at these two very different attitudes (and their resultant behaviours) hopefully you’ll agree that acting 'assertively' can only be of benefit to you!

What do you think? What are your experiences?
Rebecca

5 Negotiating Tactics When Seeking a Pay Rise

1. Wait
Listen to what your manager has to offer first. You never know, she might offer you a sum straight away that is higher than you want! If nothing materialises then you have to speak up.


2. Have a Scale
Set yourself a 'salary sliding scale'. Make sure the lower figure in your scale is still a number you'd be happy with. Pitch at the higher end of your scale. Then if you need to negotiate backwards - towards your middle, or even your lower figures - you'll still be happy with the outcome.


3. State Your Case, Don't Justify It
If you go to great lengths to explain why you're worth what you're asking for, you will sound unsure and this will dramatically weaken your position. Be polite but direct and keep your communication succinct.


4. Accept Only When You're Happy
If you aren't happy with an offer you are made, you don't have to accept it. Say you're unhappy straight away. You might get a surprised response but at least your manager will know you're serious. If you say nothing, or accept an offer that you believe falls short, you simply confirm that the valuation she has made of you is appropriate.


5. And If You Still Don't Get What You Want...
If nothing can be done, and you have to settle for the pay rise you've been offered, don't stop negotiating! Ask your manager to put in writing (email is fine) that your salary will take priority when salaries are next reviewed; request alternate compensation instead such as flexi-time; or seek alternate opportunities such as a performance bonus.


Rebecca


Read Similar Tips from Rebecca:

Are You Entitled to Ask for a Raise?

Asking for a Raise: A Tip From Suze Orman (Oprah)

Understand Your Value


Read This Fab Article By Dona DeZube:

10 Questions to Ask When Negotiating Salary

Are You Entitled to Ask For a Pay Rise?

Laura* and I have just reached the 'Assertiveness' segment of her coaching program and we were talking about pay rises.

She asked me, "But Rebecca, am I entitled to ask for a pay rise?"

The question made me inwardly gasp.

"What do you mean exactly Laura?" I asked, to be sure I understood her correctly.

"Well I've never asked for one before and I wondered whether I can ask."

I work with clients at all different stages of their careers. And when it comes to pay, some are negotiating multiple layered packages involving their base pay; flexi hours; and performance-based bonuses whilst others, like Laura, are unsure whether they should be asking for one at all.

"What makes you think you wouldn't be entitled to a pay rise?" I asked.

Laura stopped for a while. "I don't really know. I've always just been too scared to ask."

If there is one thing I've learnt from both personal experience and years of coaching corporate men and women, only you can determine your value and worth.

If you decide you're never worth a pay rise then that's up to you but remember, it's just your fear keeping you safe from potential rejection.

What if you do ask for a pay rise? What are the potential consequences?

A potential pay rise!

More importantly what if you don't ask? Surely the consequences are a whole lot worse.

I'd love to hear your stories and experiences having asked for a pay rise. Have you experienced this 'fear' of potential rejection? How did you manage it?

Rebecca  

* Laura's name has been changed in view of client confidentiality.


Read More Strategies from Rebecca:

5 Negotiating Tactics to Ask For a Pay Rise

Asking for a Raise: A Tip From Suze Orman (Oprah)

Understand Your Value

Is Income Linked to Fulfilment?