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Ready to Stretch?
#BeLeaderly
@Shuchi5 @RobertFSolomon @SelenaRezvani @Jo_Miller
#BeLeaderly
Bank of America Colorado State Siemens PLM
Ready to Stretch?
Corporate Subscribers
Welcome Back!
Jo Miller
CEO, Be Leaderly
• Dedicated to helping women around
the world advance into positions of
leadership and influence.
• Founded this webinar series to reach
emerging women leaders anywhere in
the world. Now in it’s 10th year, it is
viewed by participants in 900 locations
in 31 countries.
• Co-author of new research report, Out
of the Comfort Zone: How Women and
Men Size Up Stretch Assignments —
and Why Leaders Should Care.
• First book will be published by
McGraw-Hill in December 2019.
@Jo_Miller
Selena Rezvani
VP of Consulting & Research, Be
Leaderly
• Consultant, speaker and author on women
and leadership.
• Workplace advisor, using workplace culture
assessments to help corporate clients be
more inclusive and welcoming to women.
• Author of two leadership books for
professional women – Pushback: How
Smart Women Ask—and Stand Up—for
What They Want (Jossey-Bass, 2012)
and The Next Generation of Women
Leaders (Praeger, 2009).
• Co-author of new research report, Out of the
Comfort Zone: How Women and Men Size
Up Stretch Assignments — and Why
Leaders Should Care.
@SelenaRezvani
Shuchi Sharma
Global VP and Lead of Gender Intelligence,
SAP
• Leads the gender intelligence strategy at
SAP, ensuring it’s integrated into the fabric
of the culture, values and business model.
• Works with global stakeholders to create
and deliver initiatives designed to foster a
culture of inclusion.
• Experienced in many aspects of SAP’s
business including services, sales and
marketing.
• Speaks 5(!) languages: English, German,
Hindi, French and some Italian.
@Shuchi5
Robert F. Solomon, Jr.
Director, Leadership & HiPo Development
Lowes
• Dedicated to helping people expand their
leadership capacity & making organizations
more effective and sustainable.
• Designs & implements leadership
development initiatives for more than 300K+
Lowes associates.
• Has delivered training to 9,000+ mid- & senior
leaders on 5 continents, in 9 countries and in
industries ranging from Retail to Tech.
• Enjoys competitive dog training in the sport of
Schutzhund, participating at regional, national
& international competitions.
@RobertFSolomon
71% of senior
leaders identified
stretch
assignments as
the biggest factor
in unleashing their
career potential.
Women are
less likely
than men to
obtain stretch
assignments.
People who
land stretch
assignments
are more likely
than other
employees to
get raises.
Representing a division in a “reorg” or realignment
Relaunching an
Managing a VIP initiative that
client account previously failed
Engaging critics/
naysayers
Getting closer
to the customer
Transitioning a process from manual to automated
What
Constitutes a
Stretch?
Re-engineering a
broken process
Managing and
communicating a
change
Leading a turnaround or crisis
Analyzing your
product mix
Forming a new alliance/partnership
Convening a
taskforce to solve
a tough problem
Criteria that makes a stretch
assignment “Yesable”
40%
33%
18%
9%
43%
33%
11%
14%
5%
10%
15%
20%
25%
30%
35%
40%
45%
Enough personal
influence
Aligns with
career goals
Exposure to
mentors and
sponsors
General
conditions set me
up to succeed
Female Male
What is NOT a Stretch?
Office
housework
Volunteering
on the Fun
Committee
“More of the
same” type
work
1.1. Position
yourself for the
opportunity
1.2. Make a pitch
and negotiate
your terms
3. Deliver,
Deliver, Deliver
4. Translate &
promote your
success
Ready to Stretch?
1. Position Yourself for the
Opportunity
What’s a good way to
position yourself for a
coveted stretch assignment?
• Raising your hand is the first step
• Stretch assignments aren’t always
visible
• See something that can be improved
or changed, and just offer to do it
• You might not have all the answers,
but if you’re the one identifying the
challenge and it has merit, it’s likely
others don’t know how to do it either
• You don’t have to have all the
answers!
• More opportunities exist when
the company is in flux
• Start by understanding:
• Your organization’s culture
• The departmental strategy where the
opportunity exists
• The opportunity itself
• Align your desired outcomes
with the current opportunity of
chaos
• Underscore how your leadership
and contributions can make a
positive impact
• Think Big, Start Small, Act Now!
How can you pitch for a
stretch assignment when
your company’s in flux?
“Stretch” when you want to:
• Move up
• Rebrand yourself
• Get “unstuck”
• Make a comeback/be resilient
• Be associated with a new
department, leader or product
2. Make a Pitch and
Negotiate the “Stretch” Terms
How should people
approach asking for a stretch
assignment?
• It depends on what you want
to achieve
• If you’re looking for a
promotion or a new role, cast
it as a step towards that
• If you’ve identified an
opportunity for revenue
growth, and want to earn
more, pitch the ROI and ask
for a piece of the return
• Before you negotiate for your own
personal benefit, make sure to
negotiate on behalf of the company
• Empirically define ideal success
outcomes and minimal viable
solutions
• Establish that the stretch assignment
is in fact a strategic risk. Discuss
how things might go awry and how
the assignment sponsor will
know/intervene
• Negotiation doesn’t mean
finalization
What terms of a stretch
opportunity are important to
negotiate?
Make Informed Decisions & Get What
You Need
Get clear on the opportunity,
including “WIIFM”
Negotiate the authority,
support & resources you need
Ask, “If I do a great job on X,
what can I expect as a result?”
Line up mentors, influencers &
allies to help navigate politics
3. Deliver, Deliver, Deliver
“The ideal stretch opportunity
fuels your passions,
plays to your strengths,
and helps you make an impact.”
-Jo Miller, CEO of Be Leaderly
How can you deliver strong results
when you’re inexperienced?
1. Identify skill gaps you have and
determine if it’s something you
need to learn or if you can
leverage someone else in the
organization (perhaps on a
team)
2. Manage expectations
3. Remember that inexperienced
does not mean inept
4. Make sure your manager
understands that they need to
support you
“A rubberband needs someone to
help it achieve the maximum stretch
possible.”
What are your tips for delivering
well when you have different
stakeholders to please?
• Plan: Tell your stakeholders what
you intend to do and how you plan
to do it. Integrate their feedback and
define success for them.
• Communicate timelines, milestones,
and budgetary information:
…with intention
…to the point of over-communication
…with zest!
• Follow-Thru: Under-promise and
over-deliver
• Start with a
“measurement
mindset”
• Bring raw
enthusiasm
• Be openly
inquisitive
• Probe for the
issue behind the
issue
• Finish with
evidence in hand
On Delivering:
4. Translate the Experience &
Promote Your Success
How can I try to translate
my stretch experience to
my day job?
• Skills are your currency
• Differentiate any skill acquisition you
bring back to the team vs. skills that
help you do your own job better
• A stretch should position you for
other roles. Show how a “stretch”…
• Makes you more adaptable
• Illustrates that you can learn new
things from scratch
• Shows your desire to bring new
experiences/skills back to the
organization for it’s own betterment
1. Become comfortable with your success
• Develop an elevator pitch highlighting the
stretch assignment, including it’s positive
impact and your key learnings
2. Look to your “stretch sponsor” as a voice to
promote your success
• Make sure your sponsor has enough
information to speak about your role in the
stretch assignment
3. Leave a legacy
• Believing that the work will speak for itself
isn’t the most effective strategy
• Especially key for women and minorities
How do I promote my “stretch
success” effectively?
• Over deliver! Do 1 extra-
ordinary or memorable thing
• Translate your experience
into a list of tangible, valued
skills
• Articulate 3 actions you’ll take
based on what you learned
while “on assignment”
• Spotlight your stretch
assignment as a best
practice on news & social
channels
1.1. Position
yourself for the
opportunity
1.2. Make a pitch
and negotiate
your terms
3. Deliver,
Deliver, Deliver
4. Translate &
promote your
success
Ready to Stretch?
What Be Leaderly’s
Research Reveals…
15%
67%
10%
77%
0%
20%
40%
60%
80%
Disagree Agree
"I feel engaged and passionate
in my current job."
45%
27%29%
40%
0%
20%
40%
60%
80%
Disagree Agree
"My company makes it easy for me
to gauge my readiness to advance."
How Companies Can Create a
Culture of “Stretch”:
1. Enable a growth mindset
2. Monitor stretch assignments
& participation
3. Bank and post opportunities
and offers transparently
4. Standardize opportunities
5. Showcase & reward stretches
What’s one action you’ll take to
initiate a stretch opportunity?
Visit
www.pollev.com/leaderly
Q&A
@Shuchi5 @RobertFSolomon @SelenaRezvani @Jo_Miller
Recommended
Reading
Out of the Comfort Zone: How Men and
Women Size Up Stretch Assignments –
And Why Leaders Should Care
The Leadership Pipeline
By Ram Charan, Stephen Drotter &
Jim Noel
Women Don’t Ask
By Linda Babcock & Sara Laschever
Get today’s slides, bonus
articles, research report
and our newsletter:
Text
leaderly
to
444999
We never share, rent or sell your email or personal information. More: beleaderly.com/privacy
Closing Thought
@Shuchi5 @RobertFSolomon
“If you don’t take risks you’ll always
work for someone who does.”
— Nora Denzel
The New Rules of Teamwork
Tuesday, April 23, 2019
Today, 84% of employees are “matrixed,” working
on multiple teams every day. Networks of teams are
replacing top-down hierarchies. And the role of a
high-performing team player is changing. Are you
keeping up? In this webinar, learn to leverage the
“magic ratio” of highly effective teams, harness the
collective intelligence of groups, and make a
memorable mark.
Guest speakers: Jo Miller, CEO and Selena
Rezvani, VP of Consulting and Research, Be
Leaderly
Discussion Questions
1. Think of someone in your organization who took on a
“stretch” successfully. What made their stretch a success?
2. What makes you hesitate to take on a stretch assignment?
3. What would be the #1 career benefit for you - if you led an
important stretch opportunity?
4. What will you do to:
a) Position yourself for a stretch opportunity
b) Make a pitch & negotiate the terms
c) Deliver
d) Translate the experience & promote successes

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Ready to Stretch? | February 2019

  • 3. #BeLeaderly Bank of America Colorado State Siemens PLM
  • 7. Jo Miller CEO, Be Leaderly • Dedicated to helping women around the world advance into positions of leadership and influence. • Founded this webinar series to reach emerging women leaders anywhere in the world. Now in it’s 10th year, it is viewed by participants in 900 locations in 31 countries. • Co-author of new research report, Out of the Comfort Zone: How Women and Men Size Up Stretch Assignments — and Why Leaders Should Care. • First book will be published by McGraw-Hill in December 2019. @Jo_Miller
  • 8. Selena Rezvani VP of Consulting & Research, Be Leaderly • Consultant, speaker and author on women and leadership. • Workplace advisor, using workplace culture assessments to help corporate clients be more inclusive and welcoming to women. • Author of two leadership books for professional women – Pushback: How Smart Women Ask—and Stand Up—for What They Want (Jossey-Bass, 2012) and The Next Generation of Women Leaders (Praeger, 2009). • Co-author of new research report, Out of the Comfort Zone: How Women and Men Size Up Stretch Assignments — and Why Leaders Should Care. @SelenaRezvani
  • 9. Shuchi Sharma Global VP and Lead of Gender Intelligence, SAP • Leads the gender intelligence strategy at SAP, ensuring it’s integrated into the fabric of the culture, values and business model. • Works with global stakeholders to create and deliver initiatives designed to foster a culture of inclusion. • Experienced in many aspects of SAP’s business including services, sales and marketing. • Speaks 5(!) languages: English, German, Hindi, French and some Italian. @Shuchi5
  • 10. Robert F. Solomon, Jr. Director, Leadership & HiPo Development Lowes • Dedicated to helping people expand their leadership capacity & making organizations more effective and sustainable. • Designs & implements leadership development initiatives for more than 300K+ Lowes associates. • Has delivered training to 9,000+ mid- & senior leaders on 5 continents, in 9 countries and in industries ranging from Retail to Tech. • Enjoys competitive dog training in the sport of Schutzhund, participating at regional, national & international competitions. @RobertFSolomon
  • 11. 71% of senior leaders identified stretch assignments as the biggest factor in unleashing their career potential. Women are less likely than men to obtain stretch assignments. People who land stretch assignments are more likely than other employees to get raises.
  • 12. Representing a division in a “reorg” or realignment Relaunching an Managing a VIP initiative that client account previously failed Engaging critics/ naysayers Getting closer to the customer Transitioning a process from manual to automated What Constitutes a Stretch? Re-engineering a broken process Managing and communicating a change Leading a turnaround or crisis Analyzing your product mix Forming a new alliance/partnership Convening a taskforce to solve a tough problem
  • 13. Criteria that makes a stretch assignment “Yesable” 40% 33% 18% 9% 43% 33% 11% 14% 5% 10% 15% 20% 25% 30% 35% 40% 45% Enough personal influence Aligns with career goals Exposure to mentors and sponsors General conditions set me up to succeed Female Male
  • 14. What is NOT a Stretch? Office housework Volunteering on the Fun Committee “More of the same” type work
  • 15. 1.1. Position yourself for the opportunity 1.2. Make a pitch and negotiate your terms 3. Deliver, Deliver, Deliver 4. Translate & promote your success Ready to Stretch?
  • 16. 1. Position Yourself for the Opportunity
  • 17. What’s a good way to position yourself for a coveted stretch assignment? • Raising your hand is the first step • Stretch assignments aren’t always visible • See something that can be improved or changed, and just offer to do it • You might not have all the answers, but if you’re the one identifying the challenge and it has merit, it’s likely others don’t know how to do it either • You don’t have to have all the answers!
  • 18. • More opportunities exist when the company is in flux • Start by understanding: • Your organization’s culture • The departmental strategy where the opportunity exists • The opportunity itself • Align your desired outcomes with the current opportunity of chaos • Underscore how your leadership and contributions can make a positive impact • Think Big, Start Small, Act Now! How can you pitch for a stretch assignment when your company’s in flux?
  • 19. “Stretch” when you want to: • Move up • Rebrand yourself • Get “unstuck” • Make a comeback/be resilient • Be associated with a new department, leader or product
  • 20. 2. Make a Pitch and Negotiate the “Stretch” Terms
  • 21. How should people approach asking for a stretch assignment? • It depends on what you want to achieve • If you’re looking for a promotion or a new role, cast it as a step towards that • If you’ve identified an opportunity for revenue growth, and want to earn more, pitch the ROI and ask for a piece of the return
  • 22. • Before you negotiate for your own personal benefit, make sure to negotiate on behalf of the company • Empirically define ideal success outcomes and minimal viable solutions • Establish that the stretch assignment is in fact a strategic risk. Discuss how things might go awry and how the assignment sponsor will know/intervene • Negotiation doesn’t mean finalization What terms of a stretch opportunity are important to negotiate?
  • 23. Make Informed Decisions & Get What You Need Get clear on the opportunity, including “WIIFM” Negotiate the authority, support & resources you need Ask, “If I do a great job on X, what can I expect as a result?” Line up mentors, influencers & allies to help navigate politics
  • 25. “The ideal stretch opportunity fuels your passions, plays to your strengths, and helps you make an impact.” -Jo Miller, CEO of Be Leaderly
  • 26. How can you deliver strong results when you’re inexperienced? 1. Identify skill gaps you have and determine if it’s something you need to learn or if you can leverage someone else in the organization (perhaps on a team) 2. Manage expectations 3. Remember that inexperienced does not mean inept 4. Make sure your manager understands that they need to support you “A rubberband needs someone to help it achieve the maximum stretch possible.”
  • 27. What are your tips for delivering well when you have different stakeholders to please? • Plan: Tell your stakeholders what you intend to do and how you plan to do it. Integrate their feedback and define success for them. • Communicate timelines, milestones, and budgetary information: …with intention …to the point of over-communication …with zest! • Follow-Thru: Under-promise and over-deliver
  • 28. • Start with a “measurement mindset” • Bring raw enthusiasm • Be openly inquisitive • Probe for the issue behind the issue • Finish with evidence in hand On Delivering:
  • 29. 4. Translate the Experience & Promote Your Success
  • 30. How can I try to translate my stretch experience to my day job? • Skills are your currency • Differentiate any skill acquisition you bring back to the team vs. skills that help you do your own job better • A stretch should position you for other roles. Show how a “stretch”… • Makes you more adaptable • Illustrates that you can learn new things from scratch • Shows your desire to bring new experiences/skills back to the organization for it’s own betterment
  • 31. 1. Become comfortable with your success • Develop an elevator pitch highlighting the stretch assignment, including it’s positive impact and your key learnings 2. Look to your “stretch sponsor” as a voice to promote your success • Make sure your sponsor has enough information to speak about your role in the stretch assignment 3. Leave a legacy • Believing that the work will speak for itself isn’t the most effective strategy • Especially key for women and minorities How do I promote my “stretch success” effectively?
  • 32. • Over deliver! Do 1 extra- ordinary or memorable thing • Translate your experience into a list of tangible, valued skills • Articulate 3 actions you’ll take based on what you learned while “on assignment” • Spotlight your stretch assignment as a best practice on news & social channels
  • 33. 1.1. Position yourself for the opportunity 1.2. Make a pitch and negotiate your terms 3. Deliver, Deliver, Deliver 4. Translate & promote your success Ready to Stretch?
  • 34. What Be Leaderly’s Research Reveals… 15% 67% 10% 77% 0% 20% 40% 60% 80% Disagree Agree "I feel engaged and passionate in my current job." 45% 27%29% 40% 0% 20% 40% 60% 80% Disagree Agree "My company makes it easy for me to gauge my readiness to advance."
  • 35. How Companies Can Create a Culture of “Stretch”: 1. Enable a growth mindset 2. Monitor stretch assignments & participation 3. Bank and post opportunities and offers transparently 4. Standardize opportunities 5. Showcase & reward stretches
  • 36. What’s one action you’ll take to initiate a stretch opportunity? Visit www.pollev.com/leaderly
  • 38.
  • 39. Recommended Reading Out of the Comfort Zone: How Men and Women Size Up Stretch Assignments – And Why Leaders Should Care The Leadership Pipeline By Ram Charan, Stephen Drotter & Jim Noel Women Don’t Ask By Linda Babcock & Sara Laschever
  • 40. Get today’s slides, bonus articles, research report and our newsletter: Text leaderly to 444999 We never share, rent or sell your email or personal information. More: beleaderly.com/privacy
  • 42. “If you don’t take risks you’ll always work for someone who does.” — Nora Denzel
  • 43. The New Rules of Teamwork Tuesday, April 23, 2019 Today, 84% of employees are “matrixed,” working on multiple teams every day. Networks of teams are replacing top-down hierarchies. And the role of a high-performing team player is changing. Are you keeping up? In this webinar, learn to leverage the “magic ratio” of highly effective teams, harness the collective intelligence of groups, and make a memorable mark. Guest speakers: Jo Miller, CEO and Selena Rezvani, VP of Consulting and Research, Be Leaderly
  • 44. Discussion Questions 1. Think of someone in your organization who took on a “stretch” successfully. What made their stretch a success? 2. What makes you hesitate to take on a stretch assignment? 3. What would be the #1 career benefit for you - if you led an important stretch opportunity? 4. What will you do to: a) Position yourself for a stretch opportunity b) Make a pitch & negotiate the terms c) Deliver d) Translate the experience & promote successes

Notas do Editor

  1. According to research from McKinsey & Company, people who get advice from managers about how to advance and who land stretch assignments are more likely to receive raises. - Women In The Workplace Study 2016, McKinsey & Co. and Lean In, Sep. 26, 2016 Similar research from Korn Ferry names stretch or rotational assignments as the most valuable experiences for career development, ahead of action learning, mentoring, relationships, 360° assessments, exposure to more senior leaders and formal classroom training. - Planning a leadership development journey, Korn Ferry, 2014 A separate survey of 823 international executives - “21st-Century Talent Spotting,” Harvard Business Review, June 2014
  2. Out of the Comfort Zone: How women and men size up stretch assignments — and why leaders should care. https://beleaderly.com/stretch-assignments/
  3. Out of the Comfort Zone: How women and men size up stretch assignments — and why leaders should care. https://beleaderly.com/stretch-assignments/