Summary of "How Do I Get Recognized as a Leader?" – Coaching Real Leaders Podcast

Introduction

In the episode titled "How Do I Get Recognized as a Leader?" from the Coaching Real Leaders podcast, hosted by Muriel Wilkins of Harvard Business Review, listeners are taken on an insightful journey into the challenges faced by emerging leaders within established organizational cultures. The episode features a coaching session with Denise, a high-performing professional striving to formalize her leadership role within her company.

Guest Background: Denise’s Journey to Leadership

Denise has spent a significant portion of her career in project-oriented roles. A few years ago, she transitioned to an organization where she began assuming more leadership responsibilities. Despite her growing influence and positive feedback, Denise remains listed as an individual contributor, which presents a unique challenge in her career progression.

Notable Quote:

"In the past year I've had a lot of growth opportunities. I came in as an individual contributor, but especially in the past year I've been given more leadership responsibilities."
— Denise [01:23]

Identifying the Challenge: Navigating an Insular Organizational Culture

Denise feels that her organization's culture poses a barrier to her recognition as a formal leader. The company highly values long-term relationships with top leadership, often favoring individuals with decades of personal connections—a group Denise does not belong to. This dynamic creates an "uphill battle" for her as she seeks to transition from an outsider to a recognized leader.

Notable Quote:

"To be seen as a leader here, you need to be personally close to top leadership, preferably with decades of personal relationships with them, which I do not have."
— Denise [02:08]

Coaching Session: Defining Success and Unpacking Assumptions

The coaching session begins with Muriel helping Denise clarify what growth and "thriving" mean in her current professional context. Denise articulates a desire to be formally recognized for her leadership work, questioning whether her relatively short tenure is hindering her progress.

Notable Quote:

"I think to be recognized for leadership responsibilities and work that I do."
— Denise [03:05]

Muriel guides Denise to examine her assumptions about not being seen as a leader, encouraging her to differentiate between perception and reality based on evidence.

Notable Quote:

"You're basing it on what you've seen in terms of who has been chosen for particular roles."
— Coach [05:13]

Strategies for Self-Advocacy and Building Social Capital

Denise realizes the importance of proactive self-advocacy. She has already taken steps by leading projects, communicating with executive teams, and building trust within her team. However, Muriel points out that while Denise is being seen informally, achieving formal recognition requires continued advocacy and possibly altering how she presents her contributions.

Notable Quote:

"I put myself forward of like, this is something that I'd love to take a stab at."
— Denise [12:52]

Overcoming Fear: Seeking Feedback and Clarity

Denise expresses hesitancy in directly asking her manager about her growth trajectory, fearing potential negative feedback about her viability for future opportunities. Muriel emphasizes the importance of gaining clarity through these conversations, despite the fear, to avoid making uninformed assumptions.

Notable Quote:

"Fear of being told that you're not a viable candidate for more opportunities in the future."
— Denise [33:44]

Leveraging Organizational Strengths: Building Relationships and Trust

Despite the challenges, Denise acknowledges the strengths of her organization’s culture, such as its long-tenured employees and close-knit community. Muriel advises Denise to harness these strengths by enhancing her social capital—engaging more deeply with mentors, seeking feedback, and continuing to add value through her work.

Notable Quote:

"How can I leverage the strengths of this culture to help me accomplish my goals?"
— Denise [55:39]

Actionable Steps: Clarifying Goals and Seeking Specific Feedback

By the end of the session, Denise gains clarity on the importance of having open discussions with her manager and mentors. She commits to seeking specific feedback on her performance and potential areas for growth, aiming to align her efforts with organizational expectations and opportunities.

Notable Quote:

"Having some more direction and clarity is better than the kind of assumptions of what's in the dark."
— Denise [58:20]

Muriel reinforces the significance of Denise’s proactive approach, highlighting that seeking clarity transforms uncertainty into actionable knowledge.

Conclusion: Transforming Challenges into Opportunities

The coaching session concludes with Denise feeling more empowered and less encumbered by assumptions. She recognizes the value of patience, continuous skill development, and strategic relationship-building within her organization. The episode underscores the delicate balance between individual initiative and navigating entrenched organizational cultures to achieve leadership recognition.

Notable Quote:

"It's time to break that problem down a bit."
— Coach [14:26]

Key Takeaways

1. Self-Advocacy is Crucial: Proactively seeking opportunities and communicating your contributions can help in gaining formal recognition.

2. Seek Clarity Through Conversation: Engaging in open dialogues with managers and mentors can dispel assumptions and provide direction.

3. Leverage Organizational Strengths: Understanding and utilizing the existing cultural strengths of your organization can facilitate your leadership journey.

4. Overcome Fear for Growth: Addressing fears related to feedback and potential setbacks is essential for personal and professional development.

5. Patience and Persistence: Recognizing that organizational changes and recognition may take time encourages sustained effort and resilience.

Final Thoughts

Denise’s experience serves as a compelling case study for professionals navigating leadership recognition within organizations that prioritize tenure and established relationships. The episode highlights the importance of balancing personal initiatives with strategic relationship-building, ultimately fostering a path toward formal leadership acknowledgment.

Notable Quotes with Timestamps

• Denise [01:23]:
  "I came in as an individual contributor, but especially in the past year I've been given more leadership responsibilities."

• Denise [02:08]:
  "To be seen as a leader here, you need to be personally close to top leadership, preferably with decades of personal relationships with them, which I do not have."

• Denise [03:05]:
  "I think to be recognized for leadership responsibilities and work that I do."

• Coach [05:13]:
  "You're basing it on what you've seen in terms of who has been chosen for particular roles."

• Denise [12:52]:
  "I put myself forward of like, this is something that I'd love to take a stab at."

• Denise [33:44]:
  "Fear of being told that you're not a viable candidate for more opportunities in the future."

• Denise [55:39]:
  "How can I leverage the strengths of this culture to help me accomplish my goals?"

• Denise [58:20]:
  "Having some more direction and clarity is better than the kind of assumptions of what's in the dark."

• Coach [14:26]:
  "It's time to break that problem down a bit."

This detailed summary encapsulates the essence of Denise's coaching session, highlighting the interplay between individual aspirations and organizational dynamics. It provides valuable insights for listeners seeking to navigate similar challenges in their leadership journeys.