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Advancement Opportunities
for Minorities & Introverts By Joel Garfinkle If deserving people aren’t advancing, what is going wrong? Why is one person climbing the ranks while another gets overlooked for a promotion or new opportunity again and again? Our organizational leaders work hard and are likely very good at what they do. Why isn’t that enough? The answer is that discovering ways to identify and elevate underutilized leaders is a specific skillset. Not everyone has it—but anyone can learn it. Women, ethnic minorities, and introverts may be among the most frequently unnoticed, for a variety of complex reasons. Using a few techniques and a switch in mindset, it is possible to leverage existing talent while also saving time, money, and energy on excessive recruitment. The PVI-Model for Generating Career Advancement Opportunities “Reality is irrelevant; Perception is everything.” – Terry Goodkind 10 » Partners in Progress » www.pinp.org
P – Perception: Chances are, you already have leaders in mind who are strong, competent, and have a lot to bring to the table but who are largely unknown in your organization. Perhaps they’re unlikely or unwilling to put themselves in the spotlight. Their culture or upbringing may have encouraged deference or agreement with senior leaders. Maybe they’re just low-key individuals who are uncomfortable with praise or accolades. Whatever the reason, “strong but silent” employees often have issues with top-down perception. Nudge them gently into a higher profile. Make sure others know of their accomplishments, and make sure they take credit (individually or as part of a group) for successes. “You’ve got to find a way to make people know you’re there.” – Nikki Giovanni V – Visibility: Make sure your hidden talent is given the critical opportunities they need to raise their visibility. As many decision-makers as possible should see your potential leaders
