1. Copyright 2012, Women’s Leadership Coaching Inc. 1 POISED FOR LEADERSHIP Jo Miller, CEO, Women’s Leadership Coaching, Inc.

2. Copyright 2012, Women’s Leadership Coaching Inc. 2 WELCOME Audrey Van Belleghem Director, CTO Office Strategic Programs

3. Copyright 2012, Women’s Leadership Coaching Inc. 3 Jo Miller, CEO Women’s Leadership Coaching, Inc.  Over 13 years providing leadership coaching and seminars  Coached hundreds of women worldwide  Seminars for women’s networks at eBay, Microsoft, KPMG, Intel, Oracle, Alcatel-Lucent, Nortel, Rockwell Collins, UBS, and more  Silicon Valley’s “Women of Influence”, 2008.

4. Copyright 2012, Women’s Leadership Coaching Inc. 4 THE EMERGING LEADER’S QUANDARY: You can’t get a higher level job without leadership experience… But you can’t get the experience without the job.

5. Copyright 2012, Women’s Leadership Coaching Inc. 5 Are you the best-kept secret in your organization?

6. Copyright 2012, Women’s Leadership Coaching Inc. 6 Core Competencies for Emerging Leaders Organizational Awareness Sphere of Influence Leadership Brand Visibility Influencing Self-Leadership

7. Copyright 2012, Women’s Leadership Coaching Inc. 7 GOALS FOR THE WORKSHOP

8. Copyright 2012, Women’s Leadership Coaching Inc. 8 INTRODUCTIONS: Why are you here?

9. Copyright 2012, Women’s Leadership Coaching Inc. 9 Introductions 1)Name 2)Company & role 3)Goals for the workshop 4)Something we wouldn’t guess about you…

10. Copyright 2012, Women’s Leadership Coaching Inc. 10 What is leadership?

11. Copyright 2012, Women’s Leadership Coaching Inc. 11 A leader is someone who: Has the ability to motivate others, inspire a common vision, drive change, and make an impact. Has charisma, passion, vision, and the courage to take risks. Speaks clearly and concisely about complex topics, has the ability to problem-solve and knows what actions to take in difficult situations. Sees a goal, the path to the goal, and is energized by the opportunity to influence, guide and motivate others to accomplish the goal. Has the ability to make a positive contribution. Makes a difference, leads change, gets stuff done.

12. Copyright 2012, Women’s Leadership Coaching Inc. 12 ORGANIZATIONAL AWARENESS

13. Copyright 2012, Women’s Leadership Coaching Inc. 13 OFFICE POLITICS Do you enjoy playing the game?

14. Copyright 2012, Women’s Leadership Coaching Inc. 14 “…avoiding (office) politics altogether can be deadly for your career. Every workplace has an intricate system of power, and you can -- and should -- work it ethically to your best advantage.” - Erin Burt, Seven Career Killers.

15. Copyright 2012, Women’s Leadership Coaching Inc. 15 Office Politics Organizational Awareness

16. Copyright 2012, Women’s Leadership Coaching Inc. 16 Office Politics Organizational Awareness Being a savvy observer of the communication and relationships that surround you in your organization

17. Copyright 2012, Women’s Leadership Coaching Inc. 17 The Org Chart

18. Copyright 2012, Women’s Leadership Coaching Inc. 18 THE ORG CHART Doesn’t tell the full story

19. Copyright 2012, Women’s Leadership Coaching Inc. 19 THE SHADOW ORGANIZATION

20. Copyright 2012, Women’s Leadership Coaching Inc. 20 The Org Chart

21. Copyright 2012, Women’s Leadership Coaching Inc. 21 Relationships

22. Copyright 2012, Women’s Leadership Coaching Inc. 22 Relationships

23. Copyright 2012, Women’s Leadership Coaching Inc. 23 Relationships Influence

24. Copyright 2012, Women’s Leadership Coaching Inc. 24 Relationships Influence Coalitions

25. Copyright 2012, Women’s Leadership Coaching Inc. 25 Relationships Influence Coalitions

26. Copyright 2012, Women’s Leadership Coaching Inc. 26 Relationships Influence Coalitions Key Influencers

27. Copyright 2012, Women’s Leadership Coaching Inc. 27 Relationships Influence Coalitions Key Influencers Verticals

28. Copyright 2012, Women’s Leadership Coaching Inc. 28 Relationships Influence Coalitions Key Influencers Verticals

29. Copyright 2012, Women’s Leadership Coaching Inc. 29 EXERCISE: Map your shadow organization

30. Copyright 2012, Women’s Leadership Coaching Inc. 30 Relationships Influence Coalitions Key Influencers Verticals

31. Copyright 2012, Women’s Leadership Coaching Inc. 31 EXERCISE: What are some ways to gather information to map your shadow organization?

32. Copyright 2012, Women’s Leadership Coaching Inc. 32 Every organization has unwritten, unspoken “Rules of the Game”.

33. Copyright 2012, Women’s Leadership Coaching Inc. 33 EXERCISE: 1.Identify some “rules of the game” in your organization. 2.What are ways to navigate ethically and effectively within these rules?

34. Copyright 2012, Women’s Leadership Coaching Inc. 34 SPHERE OF INFLUENCE

35. Copyright 2012, Women’s Leadership Coaching Inc. 35 The most important asset you will build in your career: Your network AKA Your “Sphere of Influence”

36. Copyright 2012, Women’s Leadership Coaching Inc. 36 “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 Vanderbroek, CTO, Xerox

37. Copyright 2012, Women’s Leadership Coaching Inc. 37 The McKinsey Leadership Project: “What drives and sustains successful female leaders?” CONNECTION: “People with strong networks and good mentors enjoy more promotions, higher pay, and greater career satisfaction”

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40. Copyright 2012, Women’s Leadership Coaching Inc. 40 Inner circle

41. Copyright 2012, Women’s Leadership Coaching Inc. 41 Inner circle

42. Copyright 2012, Women’s Leadership Coaching Inc. 42 Inner circle Middle circle

43. Copyright 2012, Women’s Leadership Coaching Inc. 43 Inner circle Middle circle

44. Copyright 2012, Women’s Leadership Coaching Inc. 44 Inner circle Middle circle Outer Circle

45. Copyright 2012, Women’s Leadership Coaching Inc. 45 A Networking Success Story 1.A more senior job opening that was not officially announced 2.Encouragement to apply, though she felt under qualified 3.Personal introduction to the hiring decision-makers 4.Insider information about the skills and qualities necessary to succeed in the job 5.Consulting advice to answer interview questions she felt unprepared for 6.Advocacy of people in the hiring committee’s inner circle of key influencers.

46. Copyright 2012, Women’s Leadership Coaching Inc. 46 Your Strategic Networking Plan WHO With whom will you build relationships? HOW How will you build those relationships?

47. Copyright 2012, Women’s Leadership Coaching Inc. 47 WHO HOW

48. Copyright 2012, Women’s Leadership Coaching Inc. 48 WHO HOW Sue G. Andy L. Sue’s right hand Andy’s boss 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.

49. Copyright 2012, Women’s Leadership Coaching Inc. 49 EXERCISE: 1.Identify your WHO: With whom will you build relationships? 2.Identify your HOW: How will you build relationships with them?

50. Copyright 2012, Women’s Leadership Coaching Inc. 50 5 Key People to Have in Your Network

51. Copyright 2012, Women’s Leadership Coaching Inc. 51 The Connector:  A true ‘people person’  Puts others at ease  Knows (and gets along with) everyone  Loves to opens doors & make introductions  Watch them, and learn!

52. Copyright 2012, Women’s Leadership Coaching Inc. 52 The Informational Powerhouse:  Strives to keep a finger on the pulse  Loves to stay current on organizational issues  Knows about changes before they occur  Filters useful information from gossip or ‘noise’  Has information in advance about new projects, opportunities, organizational reshuffles, resource allocations, budget cutbacks, etc.

53. Copyright 2012, Women’s Leadership Coaching Inc. 53 The Influencer:  Not necessarily high-level or high-profile  Has the ability to make things happen  Gets people on board with ideas and initiatives  Gains agreement and collaboration from teams  Has a voice with senior leadership  Their early support can guarantee the success of your initiatives  Their advocacy can get you noticed.

54. Copyright 2012, Women’s Leadership Coaching Inc. 54 The Mentor:  Seasoned and respected  Advises on how to navigate situations  Gives honest feedback and critique  Can sponsor you, open doors, and connect you with opportunities.

55. Copyright 2012, Women’s Leadership Coaching Inc. 55 “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

56. Copyright 2012, Women’s Leadership Coaching Inc. 56 The Senior Leader Sponsor  Your manager’s peers, and above  Have the power to accelerate your career development  Help you align your work effort with your organization’s strategic goals  Attract recognition for your work  Connect you to special projects, special task forces and committees, and promotions.

57. Copyright 2012, Women’s Leadership Coaching Inc. 57 5 Key People to Have in Your Network 1.The Connector 2.The Informational Powerhouse 3.The Influencer 4.The Mentor 5.The Senior Leader Sponsor

58. Copyright 2012, Women’s Leadership Coaching Inc. 58 LEADERSHIP BRAND

59. Copyright 2012, Women’s Leadership Coaching Inc. 59 The Perception Gap

60. Copyright 2012, Women’s Leadership Coaching Inc. 60 “Be famous for something! Know what is your claim to fame.” - General Manager.

61. Copyright 2012, Women’s Leadership Coaching Inc. 61 The 3 Essential Elements of a Great Personal Brand

62. Copyright 2012, Women’s Leadership Coaching Inc. 62 What are you passionate about? What does your company and/or industry need and value? What are your skills & talents?

63. Copyright 2012, Women’s Leadership Coaching Inc. 63 EXERCISE:  What is your ideal career niche?

64. Copyright 2012, Women’s Leadership Coaching Inc. 64 “Be authentic about your own leadership style. Don’t try to change it. Own it. Communicate it. Put a brand on it. Put a value on it.” - Dr Rohini Anand, SVP, Global Chief Diversity Officer, Sodexo

65. Copyright 2012, Women’s Leadership Coaching Inc. 65 “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.” - Claire Babineaux-Fontenot, J.D., L.L.M., Senior Vice President & Chief Tax Officer, Wal-Mart

66. Copyright 2012, Women’s Leadership Coaching Inc. 66 “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.” - Claire Babineaux-Fontenot, J.D., L.L.M., Senior Vice President & Chief Tax Officer, Wal-Mart

67. Copyright 2012, Women’s Leadership Coaching Inc. 67 Financial analyst change agent Program director go-to person for strategy Software engineer subject matter expert and thought leader

68. Copyright 2012, Women’s Leadership Coaching Inc. 68 Your brand should evolve at different points in your career

69. Copyright 2012, Women’s Leadership Coaching Inc. 69 “Make your brand scalable” - Krista Thomas, former VP, Marketing & Communications, The Calais Initiative, Thomson Reuters

70. Copyright 2012, Women’s Leadership Coaching Inc. 70 Your brand must evolve as you develop your career Entry-level brands Valuable contributor. Team-player. Specialist. Go-to person. Subject matter expert. Mid-level brands Strategist. Innovator. Change agent. People motivator. Project leader. Senior-level brands Visionary. Leader who develops leaders. Charismatic leader. Quiet Leader. Delivers business results.

71. Copyright 2012, Women’s Leadership Coaching Inc. 71 EXERCISE:  What is your leadership brand?

72. Copyright 2012, Women’s Leadership Coaching Inc. 72 “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.” - Claire Babineaux-Fontenot, J.D., L.L.M., Senior Vice President & Chief Tax Officer, Wal-Mart

73. Copyright 2012, Women’s Leadership Coaching Inc. 73 PERSONAL ACTION PLAN

74. Copyright 2012, Women’s Leadership Coaching Inc. 74 This presentation is available at: www.womensleadershipcoaching.com/ mar6.htm