6 Reasons To Give Your Team More Upward Exposure

Book Karin & David Today 6 Reasons to Give Your Team More Upward Exposure “If I deliver my SME alongside to the meeting, my boss will think I don’t know what I’m doing.” “She’s a little rough around the edges. She’s not prepared for that type of publicity.” “Not all exposure is good exposure. What if he says something stupid?” These are just a few of the explanations managers give for keeping their staff within the background doing the heavy lifting, whereas they present the results and negotiate the political panorama. Of course, from one perspective that makes plenty of sense. It’s extra efficient to have the employees doing the work, and let the managers clarify it. But there’s also much lost in such division of labor. When a manager serves as an Ambassador, they know that true advocacy also includes instructing their staff the way to position the work that they do. It’s natural to wish to protect your team till their fully prepared for larger degree publicity. Don’t throw them into the highlight underneath-ready, however com mon exposure to larger stage folks and strategy will go a good distance in accelerating their improvement. Karin Hurt, Founder of Let’s Grow Leaders, helps leaders around the world achieve breakthrough results, with out shedding their soul. A former Verizon Wireless executive, she has over 20 years of expertise in gross sales, customer service, and HR. She was named on Inc's listing of one hundred Great Leadership Speakers and American Management Association's 50 Leaders to Watch. She’s the author of several books: Courageous Cultures: How to Build Teams of Micro-Innovators, Problem Solvers, and Customer Advocates (Harper Collins Summer 2020), Winning Well: A Manager's Guide to Getting Results-Without Losing Your Soul, Overcoming an Imperfect Boss, and Glowstone Peak. Post navigation 3 Comments This data is very helpful in moving forward. As the previous director of a program that had 10 frontline managers that lined their respective departments, I found it difficult to balance out the exposure. All managers were succesful of their respective roles; nevertheless some were all to desperate to step into the limelight (often messed things up by being overly eager with no preparation), and others had no desire for the exposure. I think for this reason it’s essential to know the longer term plans and aspirations of all new hires. It’s additionally essential to know their character types (Introvert/Extrovert), as you don’t wish to push too onerous or not enough when it comes to publicity. I imagine in the concept that there’s a leader in each chair â€" so inclusiveness and sharing the vision will all the time be the important thing to establishing good strong working relationships. Thanks for the ideas. Great factors, Karin! When I was a VP I at all times invited my Direc tors and others into meetings as a result of they'd the small print, they experienced challenges first hand. When detailed questions got here up, I’d have to go to them to get the scoop anyway. Also, sure, they wanted to take the time to prep to fulfill with the senior execs, however I’d also want them to spend time with me to make me the expert which was not necessarily one of the simplest ways to spend our time. Will share! ~ Alli Alli, So superior to listen to from you. You elevate an necessary point… every minute they spend “training” us, is much less time they can spend on the work. Sure we need to understand it… but each little detail? Your e mail handle won't be printed. Required fields are marked * Comment Name * Email * Website This web site uses Akismet to cut back spam. Learn how your comment knowledge is processed. Join the Let's Grow Leaders neighborhood free of charge weekly leadership insights, tools, and strategies you should use right away!